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Performance Appraisals

<i>Dear Workforce</i> What Happens When Performance Reviews Begin to Lose Their Impact?

March 1, 2011
My company requires us to perform a performance review for each of our staff members annually. As a part of the review process, we must create goals for the staff member to work on for the upcoming year. Unfortunately, the department that I supervise consists of only minimally skilled “dead-end” jobs. Thus, it is difficult to create goals for the staff. I have compensated by having them work on some personal goals (“You're good at this task, but let's try to become great at this task”), but these people have been working here a long time and I've already done everything there is to do.
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<i>Dear Workforce</i> During Promotion and Raises, How Do We Assess People of Similar Yet Differing Competencies?

November 11, 2010
We are an animation company and work on multiple projects of varied complexities. The individual performance evaluation is done based on similar KSAs (knowledge, skills and abilities) defined for specific roles. Our challenge: how to normalize the performance across different projects for individuals with same ratings when evaluating pay hikes/promotions. We will not be able to consider them at the same competency level because their work is of varied complexities.
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<i>Dear Workforce</i> How Do We Get Reliable Input From Self-Appraisals?

November 2, 2010
Each year our management directs our staffers to write their own evaluations for appraisals. These written evaluations then become the basis for appraisals. Realizing that one size does not fit all companies, we nevertheless want to create some type of standardized format to use for these self-assessments. How should we structure it so we are reasonably sure that the questions generate honest responses from employees? What other pitfalls should we take note of?
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<i>Dear Workforce</i> Why 360s Aren't Right for Us&#8212;or Are They?

September 14, 2010
We are seeking a way to evaluate individual managers for effectiveness at our company of fewer than 200 employees. Generally, 360 reviews are not recommended for companies of our size. What other tools could we use? —Doing a 360, human resources manager, finance/insurance/real estate, Chestnut Hill, Massachusetts
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