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Employee Performance Management System
By: Kristin Watkins
Purposes
To provide an accurate and objective method to evaluate staff
To improve the work performance of staffTo assist management in assigning work
and delegating responsibilities based on the employee’s skills and abilities
To encourage employees to continue to grow and develop
To provide documentation to support recommendation for a raise, promotion, reassignment, demotion or termination
Planning Stage
Stage One – Planning stage◦Supervisor and employee map out job functions,
objectives and performance characteristics Job functions are selected from the employee’s
position description Objectives can be other special projects or
assignments not in the job description Performance Characteristics will be provided by
the Human Resources Department◦Clemson required that the employees also meet
one or more University goals
Evaluation Stage
Must be done before March 1 of each yearSupervisor completes the form Scales of Evaluation
◦Four levels of performance E - exceptional S – successful I – improvement needed in performance
requirements U – unsuccessful
◦Acceptable/unacceptable
Summary
Since the evaluation covers a wide array of a person’s job performance it is difficult to gather data on whether it is affective or not
Main issue – lack of punishment for a poor evaluation and no incentive for positive evaluations