{"id":2485,"date":"2011-07-13T10:44:09","date_gmt":"2011-07-13T10:44:09","guid":{"rendered":"http:\/\/www.yourhrworld.com\/formats\/?p=2485"},"modified":"2011-07-13T10:44:09","modified_gmt":"2011-07-13T10:44:09","slug":"performance-appraisal-procedure","status":"publish","type":"post","link":"https:\/\/www.yourhrworld.com\/formats\/compensation-and-benefits\/performance-appraisal-procedure\/","title":{"rendered":"Performance Appraisal Procedure"},"content":{"rendered":"<p><strong>PERFORMANCE APPRAISAL PROCESS \/ PROCEDURE<\/strong><\/p><div class=\"69eb924294c115e6505da44099e8df92\" data-index=\"1\" style=\"float: none; margin:10px 0 10px 0; text-align:center;\">\n<script type=\"text\/javascript\"><!--\r\ngoogle_ad_client = \"pub-0867779017855679\";\r\n\/* 300x250, created 4\/20\/11 *\/\r\ngoogle_ad_slot = \"1035864135\";\r\ngoogle_ad_width = 300;\r\ngoogle_ad_height = 250;\r\n\/\/-->\r\n<\/script>\r\n<script type=\"text\/javascript\"\r\nsrc=\"http:\/\/pagead2.googlesyndication.com\/pagead\/show_ads.js\">\r\n<\/script>\n<\/div>\n\n<h3>I \/ PURPOSE OF PROCEDURE:<\/h3>\n<p>\u2022 Provide an opportunity for the manager and his\/her supervisor to set mutual objectives.<br \/>\n\u2022 Provide a fair and effective means for making personnel decisions.<br \/>\n\u2022 Recognize the importance of the manager\u2019s contribution to institutional success.<br \/>\n\u2022 Provide a forum for open discussion of the manager\u2019s individual strengths and for the identification of areas where improvement is needed.<br \/>\n\u2022 Improve the performance of the manager and, consequently, of the unit administered.<br \/>\n\u2022 Enhance the credibility of the management process, including the process by which decisions are made, in the eyes of those affected by the process.<\/p>\n<h4>II \/ SCOPE OF PROCEDURE:<\/h4>\n<p>\u2022 Apply for the evaluation of the entire company.<\/p>\n<h4>III \/ DEFINITIONS:<\/h4>\n<p>\u2022 No.<\/p>\n<h4>IV \/ CONTENTS OF PROCEDURE:<\/h4>\n<p><strong>1. Identify performance criteria: <\/strong><\/p>\n<p>\u2022 The number of appraisal criteria for each position is from 3 \u2013 10 criteria.<br \/>\n\u2022 The standards set should be clear, easily understandable and in measurable terms<br \/>\n\u2022 The appraisal criteria can be changed but must be the authority for approval and must be implemented for the relevant level before applying.<br \/>\n\u2022 HR department and managers\/ supervisor will set up weight of each criteria and must be approved directors.<\/p>\n<p><strong>2. Communicating performance criteria:<\/strong><\/p>\n<p>\u2022 HR department should inform this procedure to all level of management and employees.<br \/>\n\u2022 The employees should be informed and the standards should be clearly explained in order to help them understanding their roles and to know what exactly is expected from them.<br \/>\n\u2022 Performance criteria should also be communicated to the appraisers or the evaluators and if required.<\/p>\n<p><strong>3. Measuring performance<\/strong><\/p>\n<p><strong>Prepare.<\/strong><\/p>\n<p>HR dept should prepare all materials, notes agreed tasks and records of performance, achievements, incidents, reports etc \u2013 anything pertaining to performance and achievement.<\/p>\n<p><strong>Inform the appraisee:<\/strong><\/p>\n<p>\u2022 To ensure the appraisee is informed of a suitable time and place and clarify purpose and type of appraisal.<br \/>\n\u2022 Give the appraisee the chance to assemble data and relevant performance and achievement records and materials.<\/p>\n<p><strong>Review and measure<\/strong><\/p>\n<p>HR dept and managers \/ supervisors review the activities, tasks, objectives and achievements one by one, keeping to distinct separate items one by one.<\/p>\n<p><strong>Agree an action plan<\/strong><\/p>\n<p>\u2022 An overall plan should be agreed with the appraisee, which should take account of the job responsibilities and review strengths and weaknesses.<br \/>\n\u2022 The plan can be staged if necessary with short, medium and long term aspects, but importantly it must be agreed and realistic.<\/p>\n<p><strong>4. Comparing with desired criteria<\/strong><\/p>\n<p>\u2022 The actual performance is compared with the desired or performance criteria.<br \/>\n\u2022 The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance depicting a negative deviation in the organizational performance.<\/p>\n<p><strong>5. Discussing results<\/strong><\/p>\n<p>The result of the appraisal should be communicated and discussed with the employees.<\/p>\n<p>\u2022 The feedback should be given with a positive attitude as this can have an effect on the employees\u2019 future performance.<br \/>\n\u2022 The purpose of the meeting should be to solve the problems faced and motivate the employees to perform better.<br \/>\n\u2022 The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching consensus.<\/p>\n<p><strong><a href=\"https:\/\/www.yourhrworld.com\/formats\/wp-content\/uploads\/2011\/07\/Performance-Appraisal-Procedure.doc\">Click Here To Download Performance Appraisal Procedure<\/a><\/strong><\/p>\n\n<div style=\"font-size: 0px; height: 0px; line-height: 0px; margin: 0; padding: 0; clear: both;\"><\/div>","protected":false},"excerpt":{"rendered":"<p>PERFORMANCE APPRAISAL PROCESS \/ PROCEDURE I \/ PURPOSE OF PROCEDURE: \u2022 Provide an opportunity for the manager and his\/her supervisor to set mutual objectives. \u2022 Provide a fair and effective means for making personnel decisions. \u2022 Recognize the importance of the manager\u2019s contribution to institutional success. \u2022 Provide a forum for open discussion of the manager\u2019s individual strengths and for the identification of areas where improvement is needed. \u2022 Improve the performance of the manager and, consequently, of the unit administered. \u2022 Enhance the credibility of the management process, including the process by which decisions are made, in the eyes<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[514,579],"tags":[615,146],"class_list":["post-2485","post","type-post","status-publish","format-standard","hentry","category-compensation-and-benefits","category-performance-management","tag-appraisal-procedure","tag-performance"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - 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