Hi Upasana,
This is chiranjeevi working as a corporate HR. Performance Appraisal is the important task which is useful to know the skill level , training needs and also for the development of the employee.
I'm mainly working on the appraisals of my employees. We have designed a method in which we can measure the performance of the employee qualitatively and quantitatively.
U need to focus on the major objectives first then we have to look after the competency levels of the employees.
Know the annual targets assigned to your employees of every department and you are saying yours is a small organization you can appraise for every half year. so the appraisal system will be much effective and accurate.
Prepare the five point rating scale 1. unacceptable 2. adequate 3. competent 4. Commendable 5. Distinguished.
or rating can be as your wish..
Prepare a different format as per their grades like management, non management staff, & below grades.
If you could take the planning from the management staff for the whole year it would be much beneficial and easy to appraise the employee performance because you are having the planning given by the employee as a base to to appraise the employee.
Then your employee will also knows his standard's of performance and what basis we appraised him and his areas of improvements. It should be transparent between the assessee and assessor.
I couldn't attach my appraisal formats over here coz of they are bit confidential.
If you have any doubts u can contact me on
From India, Hyderabad
1This is chiranjeevi working as a corporate HR. Performance Appraisal is the important task which is useful to know the skill level , training needs and also for the development of the employee.
I'm mainly working on the appraisals of my employees. We have designed a method in which we can measure the performance of the employee qualitatively and quantitatively.
U need to focus on the major objectives first then we have to look after the competency levels of the employees.
Know the annual targets assigned to your employees of every department and you are saying yours is a small organization you can appraise for every half year. so the appraisal system will be much effective and accurate.
Prepare the five point rating scale 1. unacceptable 2. adequate 3. competent 4. Commendable 5. Distinguished.
or rating can be as your wish..
Prepare a different format as per their grades like management, non management staff, & below grades.
If you could take the planning from the management staff for the whole year it would be much beneficial and easy to appraise the employee performance because you are having the planning given by the employee as a base to to appraise the employee.
Then your employee will also knows his standard's of performance and what basis we appraised him and his areas of improvements. It should be transparent between the assessee and assessor.
I couldn't attach my appraisal formats over here coz of they are bit confidential.
If you have any doubts u can contact me on
From India, Hyderabad
Hey Colleagues.
Performance appraisals in a small organization can go Vertically downward or If It is possible Geographically you can also go for 360 degree Feed back.
Performance appraisal needs to define following criteria
(a) The performance areas in which the improvement or development is indicated.
(b) The accomplishments and the targets achieved in the current appraisal period
(c) Overall rating of the performance
(d) What skills, knowledge, competencies and qualities should be developed?
(e) Has the employee taken any steps for improving his performance and his career development?
(f) Recommendations for the training and development of the employee
(g) Updating knowledge on the latest developments on their job related and subject areas.
Please find attached herewith a sample of Performance appraisal you can use in your company. you need to modify the criteria as per your company policies. you can also put payment range for the points received by the employee. this will transparency in your and management's work
Regards,
Kunal Verlekar
Officer - HR
From India, Mumbai
Performance appraisals in a small organization can go Vertically downward or If It is possible Geographically you can also go for 360 degree Feed back.
Performance appraisal needs to define following criteria
(a) The performance areas in which the improvement or development is indicated.
(b) The accomplishments and the targets achieved in the current appraisal period
(c) Overall rating of the performance
(d) What skills, knowledge, competencies and qualities should be developed?
(e) Has the employee taken any steps for improving his performance and his career development?
(f) Recommendations for the training and development of the employee
(g) Updating knowledge on the latest developments on their job related and subject areas.
Please find attached herewith a sample of Performance appraisal you can use in your company. you need to modify the criteria as per your company policies. you can also put payment range for the points received by the employee. this will transparency in your and management's work
Regards,
Kunal Verlekar
Officer - HR
From India, Mumbai
Following are steps where you can evaluate performance appraisals...
1
List the performance standards for each job duty. For example, if the job duty is to type on a word processer, one job standard may be to type 50 documents per day with 80 percent accuracy. If employee performance has been consistently documented over a period of time, there will be data to calculate in the employee's evaluation.
2
Determine how you will calculate the evaluation. One method is a rating scale, numbered 1 to 5. Each number represents a clear definition of the level of employee performance.
3
Utilize the scale 1 to 5 with 1 being "Exceptional": employee consistently exceeds the expectations of the job, and 5 meaning "Not Effective": the employee's performance does not meet expectations and immediate improvement is required.
4
Communicate the ratings to the employee with explanation of each standard, and the associated rating. Immediate plans for improvement should be developed for all employees scoring a number 5 on any standard. Provide positive feedback to employees in areas of outstanding performance.
Steps:
Initiative: The first thing to note when you evaluate employee performance is to check whether the employee is taking initiative to improve his/her own work as well as the overall work environment.
Attitude: You need to also note the employees’ attitude towards their work, towards their peers and towards the management.
Communication: You need to observe the communication skills of employees and find out whether they have been a help or a hindrance during job performance evaluation.
Growth: You can also check the previous evaluation report to see whether that particular employee has shown any improvement since has last evaluation.
Targets and quality: Employee performance appraisal also includes checking whether the employee is meeting targets and deadlines while maintaining the quality of work.
Stress management and reliability: Does the employee work well under stress and changes in the work environment? A good employee should be reliable, competent and able to give good results consistently.
Teamwork: Another point to note during evaluation is whether the employee is a team person or likes to work by himself. A good employee must be a team player and willing to pitch-in and help other teams in case of shortages in work force.
Setting priorities: You should evaluate employees based on whether they can focus on the tasks given to them. Is the employee good at prioritizing his work efficiently?
Policy adherence: Employees must adhere to the company policies. Any deviations from this should be noted when you evaluate their performance.
Personal Appearance: In offices where there is a strict dress code, employees should be careful about what they wear to work. Dressing inappropriately will have a negative effect on their appraisal
From India, Kochi
1
List the performance standards for each job duty. For example, if the job duty is to type on a word processer, one job standard may be to type 50 documents per day with 80 percent accuracy. If employee performance has been consistently documented over a period of time, there will be data to calculate in the employee's evaluation.
2
Determine how you will calculate the evaluation. One method is a rating scale, numbered 1 to 5. Each number represents a clear definition of the level of employee performance.
3
Utilize the scale 1 to 5 with 1 being "Exceptional": employee consistently exceeds the expectations of the job, and 5 meaning "Not Effective": the employee's performance does not meet expectations and immediate improvement is required.
4
Communicate the ratings to the employee with explanation of each standard, and the associated rating. Immediate plans for improvement should be developed for all employees scoring a number 5 on any standard. Provide positive feedback to employees in areas of outstanding performance.
Steps:
Initiative: The first thing to note when you evaluate employee performance is to check whether the employee is taking initiative to improve his/her own work as well as the overall work environment.
Attitude: You need to also note the employees’ attitude towards their work, towards their peers and towards the management.
Communication: You need to observe the communication skills of employees and find out whether they have been a help or a hindrance during job performance evaluation.
Growth: You can also check the previous evaluation report to see whether that particular employee has shown any improvement since has last evaluation.
Targets and quality: Employee performance appraisal also includes checking whether the employee is meeting targets and deadlines while maintaining the quality of work.
Stress management and reliability: Does the employee work well under stress and changes in the work environment? A good employee should be reliable, competent and able to give good results consistently.
Teamwork: Another point to note during evaluation is whether the employee is a team person or likes to work by himself. A good employee must be a team player and willing to pitch-in and help other teams in case of shortages in work force.
Setting priorities: You should evaluate employees based on whether they can focus on the tasks given to them. Is the employee good at prioritizing his work efficiently?
Policy adherence: Employees must adhere to the company policies. Any deviations from this should be noted when you evaluate their performance.
Personal Appearance: In offices where there is a strict dress code, employees should be careful about what they wear to work. Dressing inappropriately will have a negative effect on their appraisal
From India, Kochi
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Performance Review Form - KDCL for year 2010.xls
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