The survey found that participants have an overall negative opinion of performance evaluations, seeing them as a formality rather than a useful process. While some did benefit, most felt their evaluation was based on factors other than just performance. The majority felt the process was not inclusive, as most did not get to provide feedback on their own evaluators. There were calls to make the process more consistent, inclusive, and focused on performance in order to make it a more meaningful exercise.

1. PERFORMANCE EVALUATION
Omar Harb
Raj Chintapalli
Human Resource Management 422-1
WPWP-Fall 2010

2. PRESENTATION OUTLINE
 Introduction and Background (Omar)
 Approach -- Performance Evaluation Survey (Omar)
 Performance Evaluation Survey Results (Raj)
 Performance Evaluation Survey Conclusions (Raj)
 Discussion (Omar & Raj)

3. INTRODUCTION AND BACKGROUND
 Objective of performance evaluation
 In general performance evaluation is the mechanism of
assessing if an employee is working effectively.
 However, good performance evaluations can achieve much more
than a simple metric for how well an employee is working:
 Development – evaluate need for more training
 Motivation – develop a sense of responsibility
 Human resources and employment planning
 Communication – help promote discussions
 Legal compliance – promotions, discharge, etc.
 HRM research – validate selection tools.

4. INTRODUCTION AND BACKGROUND
 Types of Performance Evaluations:
 Top-down:
 Most common and most effective.
 Conducted by direct supervisor (preferable).
 Matrix evaluation is a variation (multiple managers).
 Peer-to-peer:
 Employees at the same level rate each other.
 May affect group dynamics.
 360-degree:
 Multiple individuals involved in evaluation.
 Includes employee evaluation of supervisors.
 Self-assessment:
 Employees rate themselves.
 Effective when combined with other form of evaluation.

5. PERFORMANCE EVALUATION SURVEY
 Rational behind conducting the survey:
 Our personal experience discussion ended up with
two different views on the purpose and utility
 However, what do others think about performance
evaluations?
 To gain impressions from people about their personal
experiences with performance evaluations we
developed a simple 10-question survey.

6. PERFORMANCE EVALUATION SURVEY
1. Do you currently manage others and participate in their evaluations?
2. Have you ever participated in a performance evaluation?
3. What is your impression of performance evaluations?
4. Did you ever benefit from a performance evaluation?
5. Do you think your final evaluation was truly based on your
performance or on some other factor?
6. Do you think evaluations are simply a formality that needs to be
accomplished by your company or really part of a strategy?
7. When you were evaluated, did you get a chance to evaluate your
supervisor/evaluator?
8. After the evaluation did you feel:
9. If you had the chance to change your company’s evaluation would you
consider adding the following question(s):
10.Do you feel that you should be rewarded for just going through the
evaluation process?
10 questions

7. PERFORMANCE EVALUATION SURVEY –
DATA COLLECTION
 Data was collected from multiple sources:
 Colleagues – email solicitations.
 Facebook (personal pages and from groups pages)
 Raj and Omar’s FB pages
 The link was shared by 10 people.
 Posted the survey link on other group pages:
 Society for Human Resource Management (SHRM) [16,255 likes]
 Wharton Executive Education [1,482 likes]
 Linked-in (personal pages)
 Data was collected over a period of 2 weeks.

8. SURVEY RESULTS

9. SURVEY QUESTION 1
36.5%
15.6%
47.9%
1. Do you currently manage others and
participate in their evaluations?
Yes, I manage and
participate in
evaluating others
Yes, I manage
othersbut do not
evaluate them
No, I do not
manage others
Option Percent Count
1 36.5% 35
2 15.6% 15
3 47.9% 46
Answered 96
Skipped 1
Equal mix of managers (52.1%) and those in non-managerial
positions (47.9%)

10. SURVEY QUESTION 2
Option Percent Count
1 7.4% 7
2 82.1% 78
3 10.5% 10
Answered 95
Skipped 2
82.1% of those surveyed have participated in PEs, while 10.5%
never participated in one

11. SURVEY QUESTION 3
Option Percent Count
1 31.1% 28
2 40.0% 36
3 23.3% 21
4 5.6% 5
Answered 0.0% 90
Skipped 0.0% 7
40% of those surveyed did not care about PEs, 23.3% found them
useless and 5.6% hated them ~ 68% negative

12. SURVEY QUESTION 4
Option Percent Count
1 68.0% 66
2 32.0% 31
Answered 97
Skipped 0
68 % of the people benefitted from PE process

13. SURVEY QUESTION 5
Option Percent Count
1 73.4% 69
2 62.8% 59
3 8.5% 8
4 12.8% 12
5 20.2% 19
Answered 0.0% 94
Skipped 0.0% 3
40% thought it was based on factors other than performance and
relationships

14. SURVEY QUESTION 6
Option Percent Count
1 61.7% 58
2 38.3% 36
Answered 94
Skipped 3
61.7% of the surveyed indicated that they thought that PEs were
simply a formality

15. SURVEY QUESTION 7
Option Percent Count
1 22.1% 21
2 8.4% 8
3 17.9% 17
4 51.6% 49
Answered 0.0% 95
Skipped 0.0% 2
69.5% did not get to evaluate their supervisors, 8.4% of those
indicated that they lied about their supervisors

16. SURVEY QUESTION 8
Option Percent Count
1 25.0% 20
2 57.5% 46
3 17.5% 14
4 0.0% 15
Answered 0.0% 80
Skipped 0.0% 17
Only 25% thought the PE was “great”, 75% had a negative
opinion

17. SURVEY QUESTION 8 CONTD…
 Not “great” but a useful exercise to do
periodically
 It provides opportunity to get your message
across
 For all the time it took, I wish it was more useful
 More about “politics” than work product
 OK, let’s get back to the actual work

18. SURVEY QUESTION 9
Option Percent Count
1 23.1% 18
2 43.6% 34
3 41.0% 32
Answered 78
Skipped 19
41% did not trust the process to provide consistent results

19. SURVEY QUESTION 9 CONTD..
 Comments from 32 people
 Approximately 50% wanted peer review
 25% of the people wanted to review the manager
 Few want to see their managers review form
 Thoughts,
 Ask, has previous years evaluation impacted any
changes in your working conditions?
 Have a specific group evaluated as a whole together
so you can compare yourself with the group
 More informal reviews more than once in an year
 Ask, what skills or knowledge would you like to
develop to improve performance

20. SURVEY QUESTION 10
Option Percent Count
1 24.2% 23
2 75.8% 72
Answered 95
Skipped 2
75.8% do not feel like they should be rewarded for participating
in a PE, but some thought that a simple “Thank You” would
have been better

21. RESULT SUMMARY
Questions Majority Second
1
Do you currently manage others and participate in their
evaluations?
Non-
Managers(48%) Managers(37%)
2 Have you ever participated in a performance evaluation? Participated (82%) Never (10%)
3 What is your impression of performance evaluations? Negative(69%) Positive(31%)
4 Did you ever benefit from a performance evaluation? Yes(68%) No(32%)
5
Do you think your final evaluation was truly based on your
performance or on some other factor? (select all that apply) Positive (68%) Negative (32%)
6
Do you think evaluations are simply a formality or really part of
a strategy? Formality (62%) Strategy(38%)
7
When you were evaluated, did you get a chance to evaluate
your supervisor/evaluator?
I wish, I could
(53%) Yes I did (22%)
8 After the evaluation did you feel: Thank God (57%) Great (25%)
9
If you had the chance to change your company’s evaluation
would you consider adding the following question(s):
Review Colleagues
Evaluation (47%) Others (53%)
10
Do you feel that you should be rewarded for just going through
the evaluation process? No (75%) Yes( 25%)

22. SUMMARY
 Participants have a negative opinion about the
performance evaluation process
 Some managers even seem to have a similar opinion
 Participants did benefit from the PE process
 Most participants do think that PE was based on the
work and relationships*
 Majority thought PE is a formality
 For a Majority the PE process was not inclusive
 Most thought that the PE process does not yield
consistent results

23. MAJOR TAKEAWAYS
Human Resources should
 Invest more effort to improve
the PE process
 Make the PE process inclusive
and enjoyable
 Build PE processes to yield
consistent results

24. QUESTIONS AND DISCUSSION