Hi!
Ours is an Software Company and one of our employee has resigned the job and serving in notice period.
Now employee performance appraisal program is going on. Is she is eligible for performance appraisal?
Do we need to evaluate her performance and give her salary hike?
She has resigned job on - 24th Feb,2012
She is going to be relieved -on 24th Mar,2012 .
Regards,
Sri.
From India, Hyderabad
Ours is an Software Company and one of our employee has resigned the job and serving in notice period.
Now employee performance appraisal program is going on. Is she is eligible for performance appraisal?
Do we need to evaluate her performance and give her salary hike?
She has resigned job on - 24th Feb,2012
She is going to be relieved -on 24th Mar,2012 .
Regards,
Sri.
From India, Hyderabad
Dear Sri
Since she has resigned and serving notice, there is no need for a salary hike. While there is also no need for a performance evaluation, I would encourage you to conduct one and share the result with her so that she is able to leverage on her strengths and work on area of weakness to be a better person and a productive employee.
I am very sure she will appreciate your effort.
Regards
Autumn Jane
From Singapore, Singapore
137Since she has resigned and serving notice, there is no need for a salary hike. While there is also no need for a performance evaluation, I would encourage you to conduct one and share the result with her so that she is able to leverage on her strengths and work on area of weakness to be a better person and a productive employee.
I am very sure she will appreciate your effort.
Regards
Autumn Jane
From Singapore, Singapore
Dear Srilatha
As advised by Autumn Jane, the appraisal for the employee in notice period is not at all required. The purpose of appraisal is to motivate the employee to perform well in future also. If an employee is resigning, she need not to have any motivation.
In this phase the motivation required for the employee in notice period is a smooth clearance without any hurdle, which can be done only by the HR Department. Issue the clearance certificate. Let him/her complete the procedure. Then arrange to issue the experience letter/Service Certificate and Full & Final Settlement whatever he/she is entitled for. Further on receipt of Transfer / Withdrawal of PF amount, please forward the same with your signature, stamp, Form 5 and 10 details without any undue delay.
From India, Kumbakonam
As advised by Autumn Jane, the appraisal for the employee in notice period is not at all required. The purpose of appraisal is to motivate the employee to perform well in future also. If an employee is resigning, she need not to have any motivation.
In this phase the motivation required for the employee in notice period is a smooth clearance without any hurdle, which can be done only by the HR Department. Issue the clearance certificate. Let him/her complete the procedure. Then arrange to issue the experience letter/Service Certificate and Full & Final Settlement whatever he/she is entitled for. Further on receipt of Transfer / Withdrawal of PF amount, please forward the same with your signature, stamp, Form 5 and 10 details without any undue delay.
From India, Kumbakonam
Dear Sri,
Even though she has resigned normally the PMS rating has to be given for all the employee who has served in the organisation for the year and till the appraisal month. Also the PMS will have a cut off date for the employee who are eligible for the appraisal probably in january or february.
Her name will also reflect in the appraisal list. So ask her to do her self appraisal and leave the organisation.
Now if the company is using any bell curve or rating scale. Show all the resigned / terminated employees who belong to appraisal list to the least scale / least score. She will not get any salary hike.
So the benefit will go to the employees who are still working in the organisation and they will get a good hike.
But conduct an unbiased exit interview since most people change the job after getting the appraisal result.
From India, Mumbai
Even though she has resigned normally the PMS rating has to be given for all the employee who has served in the organisation for the year and till the appraisal month. Also the PMS will have a cut off date for the employee who are eligible for the appraisal probably in january or february.
Her name will also reflect in the appraisal list. So ask her to do her self appraisal and leave the organisation.
Now if the company is using any bell curve or rating scale. Show all the resigned / terminated employees who belong to appraisal list to the least scale / least score. She will not get any salary hike.
So the benefit will go to the employees who are still working in the organisation and they will get a good hike.
But conduct an unbiased exit interview since most people change the job after getting the appraisal result.
From India, Mumbai
Reg: Performance Appraisal of Resigned employee. According to me Performance Appraisal for employee on notice period not required but exit interview is a must. Satish B
From India, Bangalore
From India, Bangalore
-----
There are two things in this context -
1. Though she has resigned but still on duty & performing, correct ? Appraisal is done for the past performance and not for the future and on what ground you are going to issue her the relieving remarks or reference? You should have the records for the period of work isn't ?
2. I suppose she is on a time scale and completes another year of service when she is due for increment/increase and U want to give it, an appraisal is inevitable. By chance you aren't giving the increase when she is due,she is definitely going to raise a dispute/insist for the same and in that case you need the appraisal.
Above all there is no harm in completing the appraisal and concluding it by saying she has resigned and her last WD is .... And the performance appraisal is a document and one of its uses is giving or not giving the increase.
Instead of hurriedly making it at the last minute or blinking what to do when it is not going to be there better prepare it and leave the rest for your HODs to decide about the increase part. You'll complete your duty.
kumar.s.
From India, Bangalore
There are two things in this context -
1. Though she has resigned but still on duty & performing, correct ? Appraisal is done for the past performance and not for the future and on what ground you are going to issue her the relieving remarks or reference? You should have the records for the period of work isn't ?
2. I suppose she is on a time scale and completes another year of service when she is due for increment/increase and U want to give it, an appraisal is inevitable. By chance you aren't giving the increase when she is due,she is definitely going to raise a dispute/insist for the same and in that case you need the appraisal.
Above all there is no harm in completing the appraisal and concluding it by saying she has resigned and her last WD is .... And the performance appraisal is a document and one of its uses is giving or not giving the increase.
Instead of hurriedly making it at the last minute or blinking what to do when it is not going to be there better prepare it and leave the rest for your HODs to decide about the increase part. You'll complete your duty.
kumar.s.
From India, Bangalore
All the above comments are based on the point of view of the Employer. I would also like to point out that Organisations should also think of the benefit of employees. One may resign from a particular job for so many reasons. PA is time based. The employee may wish to complete his/ her tasks in an orderly manner so that, the next person in her present position could continue without any major issues.[ This is what QMS teaches us].
Further a good appraisal and eligibility of a raise could help the employee to impress the next employer, who may wish to get reference.
i was retrenched . Even after retrenchment date I visited the office and completed the tasks I was doing for my self satisfaction. Two months later I was offered a job by the same Organisation, when they secured a project.
Mohamed
From Malaysia, Sungai Petani
Further a good appraisal and eligibility of a raise could help the employee to impress the next employer, who may wish to get reference.
i was retrenched . Even after retrenchment date I visited the office and completed the tasks I was doing for my self satisfaction. Two months later I was offered a job by the same Organisation, when they secured a project.
Mohamed
From Malaysia, Sungai Petani
You will get different types of reply, and it is good practice of getting idea. But you must know, on the basis of survey and research done by us, we suggest to do the Appraisal process for this employee who is in notice period. It will better for organization. How, we can not discuss here. We just share the out come.
From India, Mumbai
From India, Mumbai
Dear,
if she want to continue the job in organization , reason of leave is only salary or promotion , so you should think abt it if she is the eligible for that ,
but if she is not eligible for those, so dont do this type of action , because of this conflict will increase in comapany..........................
From Netherlands
if she want to continue the job in organization , reason of leave is only salary or promotion , so you should think abt it if she is the eligible for that ,
but if she is not eligible for those, so dont do this type of action , because of this conflict will increase in comapany..........................
From Netherlands
Hello Srilatha
The performance appraisal should be done during notice period also because in some companies, there is performance linked bonus also there as part of Salary. To calculate this amount, we should do the appraisal for the last year. Otherwise also, there is no harm in doing this. Pl go ahead without any discussion.
From India, Gurgaon
The performance appraisal should be done during notice period also because in some companies, there is performance linked bonus also there as part of Salary. To calculate this amount, we should do the appraisal for the last year. Otherwise also, there is no harm in doing this. Pl go ahead without any discussion.
From India, Gurgaon
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Notice period.jpg
Notice Period Extension Letter Format.doc