performance appraisal system (MNG 106)

PERFORMANCE APPRAISAL SYSTEM

Sazkia Zantana L. DiamanteMine Management

WHAT IS PERFORMANCE APPRAISAL?

is the ongoing process of evaluating employee performance.

began as simple methods of income justification

was used to decide whether or not the salary or wage of an individual employee was justified

WHY APPRAISE PERFORMANCE ?

To communicate to employees:

1.The behavior that you would like them to change.

2. The behavior that you would like them to repeat.

PERFORMANCE APPRAISAL STEPS

1. Setting Objectives/ Communicating Expectations

2. Feedback & Documentation3. Preparing for the Review4. Writing the Review5. Delivering the Review

OBJECTIVES MUST BE “SMARTS”

Specific-Clear in meaning, without room for misunderstandingMeasurable-Defined by quantity, quality, timeliness, or costAchievable-Challenging but within the employee’s capabilityRelevant-Applicable to the employee & the positionTime-Bound-States when the objective should start and/or finishSupportive -In alignment with the strategies of the company

ON-GOING FEEDBACK How to give positive feedback: Be sincere & appreciative Be specific Explain the impact How to give constructive feedback: Be direct Be specific. State what you observed Be non-punishing Balance both formal and informal

feedback

DOCUMENTING PERFORMANCE

Document everything Cite specific examples Use facts (including dates, times,

witnesses, etc.)…not feelings or perceptions.

Do not place documentation in an employee’s file without first having a discussion about the matter with the employee.

PREPARING FOR THE REVIEW

Review the employee’s job description as well as expectation and objectives established at the beginning or during the review period.

Gather your documentation. Collect data/reports on relevant

performance measures. Solicit feedback from the employee.

ANYTHING IN WRITING MUST BE:

Accurate Write descriptive examples using dates, times,

etc. Job-related Each comment should directly apply to the job. Observed Hearsay evidence is rarely appropriate Behavioral Describe specific behaviors, not feelings or

opinions. Balanced Cite both strengths and weaknesses.

 PURPOSE OF PERFORMANCE APPRAISAL SYSTEMS

Companies use performance appraisals for evaluation and developmental purposes

Performance appraisals offer evidence for pay increases or for terminations.

Well-designed performance appraisals can start dialogue between supervisors, direct reports and coworkers that may result in positive outcomes for the individuals and the business.

 FACTORS AFFECTING THE EFFECTIVENESS OF PERFORMANCE APPRAISAL SYSTEMS

Performance appraisal is an important process for any organization, large or small.

The effectiveness will depend on a number of factors,

including how well documented and communicated the process is, training for managers and supervisors, the evaluation and analysis of results and ongoing improvement efforts.

The greatest affect on performance appraisal effectiveness is how the business uses the results. Employees both individually and across the organization should use the appraisal system as a tool to improve performance.

HOW A PERFORMANCE APPRAISAL COULD BE EFFECTIVE

annual evaluation can be a meeting to which employees look forward rather than having your employees dread their performance appraisal meetings.

The basis of a good performance management system is in the planning process

CONCLUSION

A well-designed performance appraisal system supports an integrated human resource strategy which enables the attainment of organizational and business goals

THANK YOU