Performance Appraisal Why Performance Appraisal Develop an effective

Performance Appraisal

Why Performance Appraisal?

Develop an effective appraisal program Who involved in? Performance appraisal standards? All levels • Strategic relevance Comply with the law? • Criterion deficiency • Criterion contamination • Reliability Methods to use Sources of appraisal What is the frequency?

Develop an effective appraisal program (cont. ) EVALUATORS CEO Board of Directors Subordinates Self evaluation Top Management HQ CEO FREQUENCY Yearly Every six months Self evaluation National Directors HQ Management Self evaluation Every six months Middle Management National Director Facility Managers Self evaluation Every six months Facility Managers National Director Peers Self evaluation Every three months Facility Assistants and Interns 360 Degree appraisal Once at the end of internship

Appraisal Methods • Management by Objectives (MBO) – A philosophy of management that rates performance on the basis of employee achievement of goals set by mutual agreement of employee and manager

MBO Figure 8. 6

Develop an effective appraisal program (cont. ) EVALUATORS CEO Board of Directors Subordinates Self evaluation CEO Top Management HQ Self evaluation FREQUENCY METHOD Yearly MBO Every six months MBO National Directors HQ Management Self evaluation Every six months MBO Middle Management National Director Facility Managers Self evaluation Every six months MBO Facility Managers National Director Peers Self evaluation Every three months MBO 360 Degree appraisal Once at the end of internship MBO Facility Assistants and Interns

Common Appraisal Problems Insufficient reward for performance Manager lacks information Lack of appraisal skills Manager not taking appraisal seriously Performance appraisals fail because… Unclear language Manager not prepared Ineffective discussion of employee development Manager not being honest or sincere Employee not receiving ongoing feedback

Reducing Errors • Feedback and evaluation done by the managers who are trained to do that – Ensures that right evaluation basis are used • Anonymous feedback when evaluating others • Consistent evaluation system – Using the same basis – Comparable results – Training supervisors to use appraisal forms correctly • Provide clear objectives at the beginning of performance period • Sufficient reward for performance

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