Forums
Performance Appraisals
General Forum
Performance Appraisals
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Would anyone be willing to share their current performance appraisals? Also, how are employees in your organizations rated, by core competencies, goals, role descriptions,etc? Thanks - I'd be willing
0
Cat:Topic ForumsForum:ForumId53
Cat:Topic ForumsForum:ForumId53Discussion:DiscussionId15968
Forums » Topic Forums » General Forum » Performance Appraisals
|
Performance Appraisals
posted at 10/4/1999 2:38 AM EDT
|
Posts: 29
First: 7/27/1999 Last: 5/6/2001 |
Would anyone be willing to share their current performance appraisals? Also, how are employees in your organizations rated, by core competencies, goals, role descriptions,etc? Thanks - I'd be willing to reciprocate if needed! |
|
|
Performance Appraisals
posted at 10/7/1999 3:29 AM EDT
|
|
Posts: 31
First: 6/30/1999 Last: 10/7/1999 |
For what level(s) of employees are you developing performance appraisals? The type of appraisal you use may also depend on the size of your organization and the business you're in.
In my very large company, the higher levels (first five tiers) of executives and management receive performance appraisals based on a 360 degree assessment. This is done by identifying and defining key competencies based on the organization's vision, values, and goals. The key competencies are used as attributes against which participants are assessed. Typically, the incumbent is evaluated by a number of peers, customers, subordinates, if applicable, and the manager. The results are compiled, and confidential feedback is provided to the individual. Based on the results, an action plan to improve or change the person's performance is developed. It's important to select the right people to provide feedback in this situation. Critics and supporters should be given equal time (thus the 360 degree affect). Another factor in performance management is linking performance to variable pay systems. This depends on the type of business you are in and does not work well for many companies. Sales commissions are an example, but in a non-retail business, variable pay can be used to reward good performance. The philosophy behind this is that high achievers should receive more money. If you want to assess non-exempt employees, performance is usually based on a rating schedule that includes pre-set objectives, required competencies, achievement of a performance plan that should have been established a year or 6 months prior to the assessment, and feedback from immediate supervisors and/or colleagues. Each factor is assigned a rank or percentage weight. The basis for measuring each objective should be clearly communicated. The higher the total in the ranking system, the better the performance. It's important with all levels of employees to establish ongoing responsibilities and goals and set up some sort of developmental guidelines or training that helps them reach the target. If you don't already have performance management forms, create your own and include the elements you wish to assess. |
Forums » Topic Forums » General Forum » Performance Appraisals
