Dear all, Ihave joined an IT company and i have to design a performance appraisal format for it. I really look forward for your help regarding this. Regards, Yamini.
From India, Gurgaon
From India, Gurgaon
HI YAMINI..
this is priya.. i ve newly joined in citehr..
i just wish to give an idea about the format for performance appraisal..
basically the appraisal can be done based upon two things.. one is performance based and another is behavioral based..
one can write down the different traits below these two headings which they wish to appraise ..
an example format..
PERFORMANCE FACTORS:
suggestions regarding any training if necessary can be given after completing the appraisal..
information regarding any rewards can be added..
regards,
PRIYA
From India, Madras
this is priya.. i ve newly joined in citehr..
i just wish to give an idea about the format for performance appraisal..
basically the appraisal can be done based upon two things.. one is performance based and another is behavioral based..
one can write down the different traits below these two headings which they wish to appraise ..
an example format..
PERFORMANCE FACTORS:
- COMPETENCY
- TASK ACHIEVEMENT
- DECISION MAKING
- COMMUNICATION
- INTEGRITY
- LOYALTY
- INTERPERSONAL RELATIONS
- CO-OPERATION
- TEAM BUILDING
suggestions regarding any training if necessary can be given after completing the appraisal..
information regarding any rewards can be added..
regards,
PRIYA
From India, Madras
Thanks to Priya, she has given good pointers.
However, to make the process more objective, it would be better if you could elaborate as to what these concepts mean. For example, what is Competency and how you will measure it? also if you could give a griddesriptors to help grading competency from highly satisfactory to not satisfactory.
Thus you can produce an assessment or grading drid to aid assessors.
Assessment of physician performance in Alberta: the Physician Achievement Review -- Hall et al. 161 (1): 52 -- Canadian Medical Association Journal
Assessment of physician performance in Alberta: the Physician Achievement Review -- Hall et al. 161 (1): 52 -- Canadian Medical Association Journal
http://www.career-dev-guidelines.org...Mkting/ME4.pdf
The above sites may be of some help.
Best of luck.
Narasimhan
From United Kingdom
1624However, to make the process more objective, it would be better if you could elaborate as to what these concepts mean. For example, what is Competency and how you will measure it? also if you could give a griddesriptors to help grading competency from highly satisfactory to not satisfactory.
Thus you can produce an assessment or grading drid to aid assessors.
Assessment of physician performance in Alberta: the Physician Achievement Review -- Hall et al. 161 (1): 52 -- Canadian Medical Association Journal
Assessment of physician performance in Alberta: the Physician Achievement Review -- Hall et al. 161 (1): 52 -- Canadian Medical Association Journal
http://www.career-dev-guidelines.org...Mkting/ME4.pdf
The above sites may be of some help.
Best of luck.
Narasimhan
From United Kingdom
Hi Yamini,
I am working with one of the leading software as well as product base company as an Executive - HR.
In our company we simply do this by applying grading system, you have to assign grade for different things like...
Quality
Productivity
Job Knowledge
problem Solving skill
Employee Communication
Feedback from his or her Team Lead or PM
Personal Effectiveness
1. Time management.
2. Initiative & timely escalation.
3. Tools & Technology
4. Systematicsness & consistency
5. Flexibility
These are few things we consider at the time of appraisal.
Thanks & regards,
Vikas
From India, Pune
I am working with one of the leading software as well as product base company as an Executive - HR.
In our company we simply do this by applying grading system, you have to assign grade for different things like...
Quality
Productivity
Job Knowledge
problem Solving skill
Employee Communication
Feedback from his or her Team Lead or PM
Personal Effectiveness
1. Time management.
2. Initiative & timely escalation.
3. Tools & Technology
4. Systematicsness & consistency
5. Flexibility
These are few things we consider at the time of appraisal.
Thanks & regards,
Vikas
From India, Pune
Hi Yamini:
I recently designed a performance appraisal form for my company. However I've designed it according to our company needs and with help of all Sr. technical guys.
I am attaching the Sheet.
Just get back in case something is not clear.
Thanks
Jasmine
From United States, New York
I recently designed a performance appraisal form for my company. However I've designed it according to our company needs and with help of all Sr. technical guys.
I am attaching the Sheet.
Just get back in case something is not clear.
Thanks
Jasmine
From United States, New York
Thanks Jasmine for posting this excellent example. Do you also give examples or statements of what the 5 categories represent in you appriaser and appriasee guides? Narasimhan
From United Kingdom
From United Kingdom
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Performance Appraisal Form for Staff.doc