Hey guys,
Please provide your valuable suggestions. I have recently joined an IT firm, and I have to prepare a Performance Evaluation System with correct parameters for software developers at different levels. I don't know how to prepare it. Please help me.
From India, Delhi
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Please provide your valuable suggestions. I have recently joined an IT firm, and I have to prepare a Performance Evaluation System with correct parameters for software developers at different levels. I don't know how to prepare it. Please help me.
From India, Delhi
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Dear Rachna,
It appears that you do not have a proper policy on Performance Appraisal (PA) well in place. When employees join the company, during induction itself, they should be informed of when their appraisal will take place. The salient features of the policy could be as follows:
a) Appraisal may be done quarterly. An appraisal cycle of one year is too long. Nevertheless, salary hikes may be done on 1st April or 1st Oct.
b) For employees who join in between, the timing of their first PA can be decided in the policy.
c) The percentage of salary hike should be linked to the score of the PA.
The important point is that PA focuses only on individual performance. We need to go beyond and measure business performance. For this, you need to have a well-designed policy on Performance Management System (PMS). There was a query in this forum on PMS. I have replied to this post. Click the following link to refer to the reply:
https://www.citehr.com/511936-pms-company.html
Although the heading of the link is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
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8032It appears that you do not have a proper policy on Performance Appraisal (PA) well in place. When employees join the company, during induction itself, they should be informed of when their appraisal will take place. The salient features of the policy could be as follows:
a) Appraisal may be done quarterly. An appraisal cycle of one year is too long. Nevertheless, salary hikes may be done on 1st April or 1st Oct.
b) For employees who join in between, the timing of their first PA can be decided in the policy.
c) The percentage of salary hike should be linked to the score of the PA.
The important point is that PA focuses only on individual performance. We need to go beyond and measure business performance. For this, you need to have a well-designed policy on Performance Management System (PMS). There was a query in this forum on PMS. I have replied to this post. Click the following link to refer to the reply:
https://www.citehr.com/511936-pms-company.html
Although the heading of the link is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi Rachna,
I presume you have the basic templates in place. I would suggest differentiating software engineers based on technical, techno-supervisory, managerial, or techno-managerial roles, which you can derive from their KPIs.
This should help you to a reasonable extent. I am not sure how much this suggestion helps. Feel free to ask questions.
From India, Madras
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I presume you have the basic templates in place. I would suggest differentiating software engineers based on technical, techno-supervisory, managerial, or techno-managerial roles, which you can derive from their KPIs.
This should help you to a reasonable extent. I am not sure how much this suggestion helps. Feel free to ask questions.
From India, Madras
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Performance Appraisal evaluation.doc
Improving Employee Performance Through Appraisal And Coaching.pdf