The process of observing and assessing employee performance, recording the assessment, and providing feedback to the employee.
Employees can use this information to change their job performance.
Performance Evaluation / Appraisal
Appraisal can affect an employee’s:
Morale
Motivation
Self-esteem
Appraisal Types: Formal and Informal Appraisals; generally occurs at least annually on a specific date and time, such as the anniversary of the employee’s hire date.
Formal Performance Appraisal
Appraisal Types: Formal and Informal Appraisals; occur when a manager provides significant feedback and direction to an employee outside of formal review meeting.
Informal Performance Appraisal
Responsible for developing a performance appraisal program
Upper management
Supervisors/managers
Human Resources Staff
Staff employees
Formal requirements that outline expectations of job performance. i.e., how well a job should be performed.
can be used compare the quality of work among staff members
Standards
Performance appraisals must contain ___, ___, and ___ standards of performance
specific, measurable, and realistic
Competency assessment methods: Direct observation and Indirect observation
- The employee’s techniques are watched during the examination process
- Allows the observer to see if the employee is following the SOP.
- The observer uses a custom-designed checklist
- Checklists are used when there are specific, observable items, actions or attributes to be observed.
Direct observation
Competency assessment methods: Direct observation and Indirect observation
- Is gathering information through means other than looking at actual samples of student work. (e.g., surveys, exit interviews, focus groups)
Indirect observation
Rating Methods: most popular, a behavioral method, a graphic rating scale provides a ranking scale (usually 1 to 5) for unsatisfactory to outstanding performance
Graphic Rating Scale
Rating Methods: the source answers a series of questions about the employee’s performance in essay form,
Essay Appraisal
Rating Methods: a series of questions is asked and the manager simply responds yes or no to the questions.
Checklist Scale
Rating Methods:
- also called stack ranking
- employees in a particular department are ranked based on their value to the manager or supervisor
Ranking Method System
Rating Methods: focuses on employee behaviors and avoids any evaluation of attitudes.
Behaviorally Anchored Rating Scale (BARS)
Other Types of Performance Appraisals:
- Employees may be provided with a copy of the same form used by the manager
- Ratings and scores can then be easily compared
Self-appraisal
Other Types of Performance Appraisals:
- require trust among employees working together.
- coworkers are asked to evaluate each other.
- risky when conflict exists among employees
Peer-to-peer appraisal
Other Types of Performance Appraisals: The evaluation is often performed anonymously and invites open, constructive in-depth feedback from all levels, i.e., peers, subordinates, supervisors, customers, and self
360-degree evaluation
A technique eliminates an interviewer’s personal bias.
The interviewer relies on a scoring system to determine the right candidate for the job based on the candidate’s knowledge, skill, attitude and experience
Evaluation Interview
