Performance Management

Model Performance Appraisal: Employee Pre-Evaluation Worksheet
Model Performance Appraisal: Exempt Positions
Model Performance Appraisal: Managerial Positions
Model Performance Appraisal: Managerial/Exempt Positions
Model Performance Appraisal: Non-Exempt Positions
Model Performance Appraisal: Non-Exempt Positions (2)
Philosophy of Performance Management Systems
Succession Planning Chart
Tips for Conducting a Performance Review Discussion

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Frequently Asked Question's

Introduction

An effective performance appraisal program will ensure consistency, distinguish among employee performance, and recognize valued performers. A well constructed performance management program incorporates strategic mission and identifies organizational development opportunities. The performance appraisal provides a means for discussing, planning and reviewing the performance of each employee. They help employees define their responsibilities, provide criteria by which their performance will be evaluated and suggest ways in which they can improve performance. In most organizations, performance appraisals form the basis for salaries, promotions and transfers. Therefore, it is critical that managers be objective and consistent in conducting performance reviews.

How should performance standards be constructed?
The following should be considered when setting and communicating performance standards:

Behaviors - What does the organization want the employee to do?

Results - What does the organization what the employees to produce?

The employee and the performance manager should discuss development goals and jointly create a plan for achieving those goals.

What are some of the different appraisal methods?

There are several tools available for conducting a performance appraisal. The most commonly used rating method is the graphic scale where the appraiser checks the appropriate place on the scale for each task listed. Other methods include checklist, ranking and distribution. The appraisal method should communicate organizational goals and expectations in a manner that employees will understand.

When should appraisals be given?

Appraisals are usually given after the initial 90 days of employment and annually. The annual date may be the employee's service anniversary date or a focal date corresponding with the company's fiscal year. It is recommended that feedback be given to an employee informally throughout the service year. A performance appraisal score should not be unexpected by the employee. The employee should have an understanding of how well they are progressing and where opportunities exist to optimize performance.

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