This document provides an overview of the performance appraisal process. It discusses goal setting, planning and reviewing performance throughout the year. Performance is measured based on results and demonstrated competencies. The written performance appraisal involves self-evaluations, rating performance factors, setting goals and getting approvals. The performance review meeting involves discussing evaluations and developing plans. Employees provide feedback and the completed reviews are delivered with an opportunity for comments. The process aims to answer questions for employees on their performance and development.

1. Performance Appraisals
Presented by:
SUJAN DEEP THAPA
SWAGATO DEY

2. Performance aPPraisal
Process
 Goal Setting
Dean’s level
Unit/Dept Level
 Planning Performance
Individual Goal Setting
Development Planning
 Coaching Performance
 Reviewing
Performance
Mid Year
Year End

3. How do we measure
Performance?
 Performance Results
 What was produced/accomplished?
 Through Goal-setting
 Demonstrated Competencies
 How was it produced/accomplished?
 Rating performance factors : Job
Knowledge, Collaboration & Teamwork, Service
Excellence, Communication, Continuous
Improvement, Management & Development,
Budget Management etc.

4. THe wriTTen Performance
aPPraisal

Ask that the staff member complete and return both the Employee Self
Evaluation Form and Individual Goals Progress Report.

Employee Self Evaluation Form and Individual Goals Progress
Report are being submitted to you via email, with a copy to
HR.

When completing the Performance Appraisal Form focus on the
responsibilities of the job as expressed in the job description. Be as
objective as possible.

Indicate rating for each individual Performance Factor (Scale 1-4)

Calculate Overall Rating based on ratings for Performance Factors and Unit
and Individual Goals (both are evenly weighted, 50/50).

Please ensure that your overall comments are responsive to the Employee
Self Evaluation Form and Individual Goals Progress Report, as well as the
performance factors.

5. More on the overall rating
 Unit and Individual Goal Performance Rating
– on a scale of 1 - 4
 Performance Factor Rating
– Average rating for 5 – 7 performance factors
 Calculate the officer’s overall rating.
Example:
Goal Performance Rating = 3.5
Performance Factor Average Rating = 3.3
Overall Rating = 3.4

6. the Written PerforMance
aPPraisal
 Seek the approval of your Dean or Director responsible for
your area. Incorporate any changes he or she may
suggest.
 A draft of all of the completed forms must be emailed to
Human Resources and your respective Dean or Director
for review prior to meeting with the employee.
 Make an appointment with the staff member whose
performance you will be reviewing. Allow ample time and
ensure that you will not be interrupted.

7. PreParing for the
PerforMance revieW Meeting
Manager’s Role:
 Ask the direct report to prepare
 Gather information on
performance/ ensure supporting
information on performance is
available
 Complete the performance
appraisal
 Email appraisal to next level
manager & HR for approval
 Plan your approach to the
discussion
 Schedule the meeting
 Provide written evaluation to
employee
Employee’s Role:
 Prepare thorough overview of
performance by completing selfreport portion of the
performance appraisal (Goal
Progress Report & Self
Evaluation)
 Ensure supporting information
on performance has been made
available
 Provide feedback to your
supervisor
 Work with supervisor in
establishing development plan

8. at the PerforMance revieW
Meeting
 Discuss your evaluation of the staff member’s performance
over the last year and a development plan for the
upcoming year.
 Discuss the status of goals set for the current year and
have a discussion regarding goals for the upcoming year.

9. Delivering the Written
Performance revieW
 Email the completed appraisal to the staff member
prior to your performance meeting or immediately
afterwards, with a copy to HR and your respective
dean.
It is recommended that you save the document as a
read-only file before forwarding to the employee.
You can do this by visiting the Tools menu, clicking
options, clicking Security and selecting Read-only
recommended check-box or
By sending to your employee as a read only PDF file.
One way this can be done is via using the scan and
send function of any of our copy machines located
throughout the building.

10. emPloyee feeDback
 Employees may add comments and/or their overall
reaction to the evaluation via an email to their supervisor,
with a copy to HR for their file.
 Be sure to set a deadline by which they should submit this
feedback.

11. final thoughts:
a Performance revieW shoulD ansWer the
folloWing questions for the emPloyee?
 How did my manager rate my overall performance?
 How did my manager determine the overall rating?
 What were my performance strengths during this
performance year?
 What areas do I need to improve/develop further?
 What are the next steps for developing my knowledge and
skills?
 How did I perform against my goals?
 What are the gaps between my perception of my
performance and my manager’s perception?

12. Performance calenDar
 Upcoming Dates:
– March 15th – Self Evaluations and Individual Goal
Progress Reports due to Supervisors via email
– March 27th – Performance Appraisals due
– March 30th – Performance Review Meetings Held

14. THANK YOU