Hello Seniors,
I Do work in an organization, where the appraisal period is during the month of (June - May) cycle. And the employee is eligible for the appraisal only if he/she works for 30 days in the preceding calendar year. And the employees joining in (January or February) current calendar year will not be eligible for the appraisal for the same year. Since the employee has to wait for 17 months for the next appraisal.
Dear seniors
1. what will be your suggestion for the employees who has to wait for more that 12 months for appraisal.
2. And what kind of appraisal pattern that can be bought to solve this problem.
From India, Chennai
1I Do work in an organization, where the appraisal period is during the month of (June - May) cycle. And the employee is eligible for the appraisal only if he/she works for 30 days in the preceding calendar year. And the employees joining in (January or February) current calendar year will not be eligible for the appraisal for the same year. Since the employee has to wait for 17 months for the next appraisal.
Dear seniors
1. what will be your suggestion for the employees who has to wait for more that 12 months for appraisal.
2. And what kind of appraisal pattern that can be bought to solve this problem.
From India, Chennai
Dear Youvaneshwaran,
When you say "appraisal", it appears that you mean to say the "salary increase".
In fact, making employee wait for 17 months for the salary increase is outrageous. To avoid a long delay, you may have the following options:
a) If the employee completes more than 9 months but less than 12 months as on 1st June of the year then conduct the performance appraisal but give him/her three fourth of the salary increment.
b) If the employee completes more than six months but less than 9 months as on 1st June of the year then conduct the performance appraisal but give him/her half of the salary increment.
c) If the employee completes more than three months but less than six months as on 1st June of the year then conduct the performance appraisal but give him/her quarter of the salary increment.
d) If the employee completes less than 3 months as on 1st June of the year then he/she is eligible for the appraisal only and not the salary increase. After completing a year, performance appraisal will be conducted again and the average of the two appraisals will be considered for the salary increase.
In India, remuneration is a major motivating factor. Therefore, depriving them of this facility may save a few thousand Rupees of the company but the saving would be at the cost of the motivation of the employees. For the sake of need of employment, the employee may not grumble openly nevertheless, there will be undercurrents of the discontent. With this discontent, he/she may not "go for the extra mile" which generally employers expect employees to do.
Thanks,
Dinesh Divekar
From India, Bangalore
When you say "appraisal", it appears that you mean to say the "salary increase".
In fact, making employee wait for 17 months for the salary increase is outrageous. To avoid a long delay, you may have the following options:
a) If the employee completes more than 9 months but less than 12 months as on 1st June of the year then conduct the performance appraisal but give him/her three fourth of the salary increment.
b) If the employee completes more than six months but less than 9 months as on 1st June of the year then conduct the performance appraisal but give him/her half of the salary increment.
c) If the employee completes more than three months but less than six months as on 1st June of the year then conduct the performance appraisal but give him/her quarter of the salary increment.
d) If the employee completes less than 3 months as on 1st June of the year then he/she is eligible for the appraisal only and not the salary increase. After completing a year, performance appraisal will be conducted again and the average of the two appraisals will be considered for the salary increase.
In India, remuneration is a major motivating factor. Therefore, depriving them of this facility may save a few thousand Rupees of the company but the saving would be at the cost of the motivation of the employees. For the sake of need of employment, the employee may not grumble openly nevertheless, there will be undercurrents of the discontent. With this discontent, he/she may not "go for the extra mile" which generally employers expect employees to do.
Thanks,
Dinesh Divekar
From India, Bangalore
Would like to suggest that for employees who completes in company for less than 3 months, no appraisal need to be done, as they are, obviously, in the probation period. Only probationary-evaluation should be done for the purpose of confirmation of services. There are companies who give 6 months or 3 months as probation period.
A real performance appraisal policy guides that a performance appraisal & review should be done from the date of confirmation of services, and not from the date of joining.
From India, Aizawl
A real performance appraisal policy guides that a performance appraisal & review should be done from the date of confirmation of services, and not from the date of joining.
From India, Aizawl
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Performance Appraisal Form for Staff.doc