Appraisal Assistant Workshop Evidence collection (CMMI Appraisals)
PERFORMANCE APPRAISAL Year: 2012-2013. Performance Appraisals Explained Performance Appraisal - tool...
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Transcript of PERFORMANCE APPRAISAL Year: 2012-2013. Performance Appraisals Explained Performance Appraisal - tool...
Performance Appraisals Explained
Performance Appraisal - tool used to provide the employee with Performance feedback Improved employee development Increased employee productivity A safeguard for the College and
employees from legal liability
Performance Appraisals:Common Mistakes
Failure to conduct evaluations Failure to evaluate all employees Failure to conduct evaluations
regularly and punctually Failure to document negative and
positive performance Failure to document performance
and behavioral deficiencies
Performance Appraisals:Common Mistakes (cont’d)
Failure to establish consequences of performance deficiencies
Disallowing employees opportunity comment on their appraisals
Using the appraisal to retaliate against an employee
Performance Appraisals:Employee Expectations
Be informed and kept “in the loop” Receive due credit Receive constructive feedback Awareness of appraisal points prior to
appraisal completion Opportunities for advancement Honest input regarding opportunities for
advancement Employment in a motivating environment Freedom to discuss discrepancies
Performance Appraisals:Employee Expectations (cont’d)
Identify and eliminate performance problems
Recognize and motivate quality performance
Opportunities for baseline performers to improve contributions
Document and support employment decisions
Performance Appraisals:Implementing Meaningful Performance Appraisals
I. Gather documentation
II. Develop the written appraisal
III. Conduct the appraisal review session
Performance Appraisals:Implementing Meaningful Performance Appraisals (cont’d)
I. Gather Documentation
a) Personal observationObserve actual performance and judge results (Halo or Horn)
b) Feedback documentationUse performance notes made throughout the year
c) Personnel FileExamine past performance reviews, discipline records, and awards
d) Measurement toolsCheck documents that support performance rating. Examples: Time clock reports for attendance and tardiness, etc.
e) Others’ observationsReview supervisor, manager, co-worker comments
Performance Appraisals:Implementing Meaningful Performance Appraisals (cont’d)
II. Develop Appraisal Guidelines for writing appraisals
a) Set aside dedicated timeGather performance documentation and eliminate interruptions
b) Evaluate performance based on expectationsReview established expectations, job description, performance goals
c) Rate how well expectations were metd) Give honest ratings
acknowledge strengths and address ongoing problemse) Provide specific examples
Avoid generalities, note specific contributions and accomplishments
f) Avoid personal and subjective statementsNo exaggerations, no character attacks
Performance Appraisals:Implementing Meaningful Performance Appraisals (cont’d)
III. Conducting the Appraisal Review session – Common Mistakes
a) Manager is ill-preparedb) Employee is not given adequate noticec) Discussion is rushed or interruptedd) Employee is not given the opportunity to
commente) Manager’s tone is punitive or
condescending
Performance Appraisals:Implementing Meaningful Performance Appraisals (cont’d)
III. Conducting the Appraisal Review session- Maximizing the review
1) Be preparedo Determine discussion directiono Anticipate objectiveso Gather supportive documentation
2) Set the right toneo Establish a supportive environment
o Private location – Maintain confidentialityo Quiet and undisturbed – eliminate distractionso Level playing field – Avoid superiorityo Timing – choose a quiet time
o Demonstrate Respecto Timeliness – Conduct reviews by due dateo Appointments – Don’t act like the employee’s time is less valuableo Advance notice – Allow the employee to be prepared o Icebreaker – Start on a friendly and relaxed note
Performance Appraisals:Implementing Meaningful Performance Appraisals (cont’d)
III. Conducting the Appraisal Review session- Maximizing the review
o Have the best mindseto Tone – Professional and supportiveo Focus – Future goals and objectiveso Open-mindedness – Seek explanationso Emotions – Calm and centered
3) Communicate Effectively Avoid communication roadblocks – Vague, evasive, derisive or
derogatory language, poor listening skills, strong emotions, one-way conversation
Improve communication skills – be clear and concise, be honest, not brutal, be an active listener and natural
Performance Appraisals:During the Appraisal Process
IV. Potential Emotional Reactions
a) Emotional Distress
b) Hostility
c) Defensiveness
d) Denial
Performance Appraisals:During the Appraisal Process (cont’d)
IV. Potential Emotional Reactionsa) Emotional Distress - employee becomes
tearful or angry, but not aggressiveo How can you handle it?
o Be patiento Offer privacyo Suggest reschedulingo Other ideas?
Performance Appraisals:During the Appraisal Process (cont’d)
IV. Potential Emotional Reactionsb) Hostility - employee channels his/her
emotions into aggressiono How can you handle it?
o Be patiento Offer privacyo Suggest reschedulingo Other ideas?
Performance Appraisals:During the Appraisal Process (cont’d)
IV. Potential Emotional Reactionsc) Defensiveness - employee makes
excuseso How can you handle it?
Listen objectively Be compassionate Reinforce expectations Other Ideas?
Performance Appraisals:During the Appraisal Process (cont’d)
IV. Potential Emotional Reactionsd) Denial - employee insists your
evaluation is incorrecto How can you handle it?
Listen objectively Investigate as necessary Provide supportive documentation Other ideas?
Performance Appraisal Procedures
1. Instruct employees to complete self-evaluation (interactive PDF form via HR website)
2. Employees have maximum of ONE WEEK to complete and submit self-evaluation
3. Complete Performance Appraisal4. First-line supervisors shall meet with Director or Dean for
appraisals review prior to meeting with employee5. Schedule meeting with employee6. Conduct formal meeting with employee. Review Appraisal
and determine goals, timelines, etc.7. You and employee sign the completed Performance
Appraisal form after the meeting8. Forward copy to employee and turn in completed ORIGINAL
form to Human Resources (ATTN: Shirley Ingram) 9. If you have any questions please call (956) 872-5051
Successful Meeting Checklist
o Discuss each goal or objective established for the employee
o Explore areas of agreement and disagreement
o Cover positive skills, traits, accomplishments and growth potential
o Reinforce employee’s accomplishmentso Discuss employee’s potentialo Cover areas in which change is
required, expected, demanded or desired
Successful Meeting Checklist (cont’d)
o Provide employee goals to correct deficiencies within a specified time period
o Make training/development recommendationso Discuss consequences of non-compliance
where applicableo Set objectives for next performance appraisal
(or specific timeline)o Have employee sign appraisal to acknowledge
having read it, and give employee an opportunity to comment in it in writing
o Thank employee for his/her efforts