Personnel Evaluations & Performance Appraisal

what is a performance appraisal?

a way to evaluate an employees performance

what are the (6) rationales for implementing effective performance appraisals?

financial, legal, communicative, productivity of labor, equity in rewards, other managerial functions

description: appraisal with comparison among employees; limited feedback; this one has the most limitations

relative

what are key performance management elements? (6)

1) setting expectations 2) goals and objectives 3) goal alignment 4) assessment 5) performance calibration 6) feedback and development

what is the five step program?

1. discuss job description 2. establish performance goals 3. meet to discuss the plan 4. establish progress checkpoints 5. check results/perform review

what is involved in the preparation process of performance appraisal?

2-3 points you want the employee to remember throughout the review period select the major responsibilities that you want to focus on in the review identify 2-3 competencies and/or areas for improvement consider individual's key interests and developmental needs, as well as the organization's strategic needs review info from previous performance evaluations and information gathered and shared throughout the performance period review any quantifiable data concerning performance note specific skills, attributes, or knowledge used determine how you will link major responsibilities to the core points of your message identify potential areas of agreement and disagreement consider how the person may react and how you will respond assemble specific examples to support your points

what is the acronym used to resolve disagreements?

STATE S - stick to the facts, both parties T - tell your story (use contrasting) A - ask for others paths T - talk tentatively ("in my opinion", "I'm beginning to wonder if"; use combo of confidence and humility; tell a story rather than hard facts) E - encourage testing (invite opposing views, play devil's advocate, continue until your motives become obvious)

description: most common type of performance appraisal; predetermined criteria for performance; tools - 360 degree feedback

absolute

what are the (3) types of performance appraisals?

absolute relative outcomes-oriented

what does equity in rewards do?

allows you to recognize those high achievers and helps with documenting problems for potential termination

what is involved in the summarization process of performance appraisal?

ask the employee to summarize the main points restate the core points of your message recognize the individual's contributions, expressing in concrete terms how their work is making a difference express your confidence in the person's future performance offer your continued support

how do you help employees improve on shortfalls? (3)

coaching training resources

if adequate help is provided to employee and goals are still not obtained, action should be taken (4)

discipline demote transfer terminate

how do you avoid legal problems with evaluations?

document everything; create files for each employee be objective, specific, consistent, and fair focus on job specifics, not personality specifics

when does the job description typically occur?

during orientation

what should be done when establishing goals?

employee should outline his/her own performance goals -- utilize SMART method

T/F: feedback should only occur during the evaluation

false -- employees shouldn't be hearing information for the first time during an evaluation

what is "successful" performance management?

helps employees understand what they do well and where they can improve enables employee learning, development, and career progression honest, constructive, frequent provides opportunities for early intervention valued by employees, managers, and leaders executes strategy by prioritizing and aligning goals identifies top performers to develop succession plans not a burden a process that makes meaningful difference to employees and the organization

what is involved in the future goals process of performance appraisal?

jointly determine the next step/phase in performance development recap the opportunities for improvement define the next opportunities for success

objectives: 1) define characteristics of a performance appraisal 2) determine how to appropriately evaluate personnel performance 3) review tips for handling disagreements 4) describe elements of an effective performance appraisal

ok

description: appraisal that focuses on goals and results; employees may have different standards

outcomes-oriented

what are the three major goals of performance appraisals?

performance improvement development of employees answer: "how am I doing?" and "where do I go from here?"

performance appraisals may be used for: (4)

promotion, demotion, transfer, new hire feedback

what is involved in the writing process of performance appraisal?

purpose - document the successes and failures of the year, put thoughts down on paper, record progress year to year focus on achievement of goals compare the performance with the defined expectations self evaluation, 360 degree evaluation, manager comments

what is the best practice for job description?

revisit this at defined intervals (30, 60, 90, 180 day check in method)

what is involved in the presentation process of performance appraisal?

set expectations - review the purpose of discussion, state the desired outcomes of the discussion review the agenda - employee's self-evaluation, manager's perspectives, future steps employee's self evaluation - ask the employee to give highlights of his/her self-assessment, listen carefully and non-defensively, take notes, ask questions to understand and gather information to support your core message manager's perspective - focus on the core points linking your perspective, begin with areas of agreement, process to areas of disagreement, keep an open mind and be ready to revise your opinion, reschedule an additional session if the discussion comes to a standstill

best practice for implementing checkpoints for a new hire?

six months

productivity of labor mitigates...

turnover -- because everyone is being held accountable

what are the (5) steps to the performance appraisal?

1. preparation 2. writing 3. meet to discuss 4. future goals 5. summarize