Performance AppraisalsUnit 5: Organizing

Performance Management System

Job Performance - is measured as the quantity and the quality of tasks an individual accomplishes

A Performance Management System - establishes performance standards for employees, regularly assesses actual performance, and takes action to improve future performance

Performance Appraisal A Performance Appraisal - is a process in which

an employee's work is discussed, reviewed, and appraised by his/her manager using an agreed upon and understood framework

Usually, the employee and manager both complete a performance appraisal form and then have a face-to-face meeting to discuss the employee’s performance

The focus of the appraisal process should always be on behaviors and outcomes, with the goal of improving motivation, growth, and performance of the employee

Normally conducted once a year (formally)

Performance Appraisal Methods: Graphic-Rating Scale

Graphic-Rating Scale - This method consists of a checklist of the performance characteristics/objectives that are each rated with a numerical score

This method is quick and easy, but it does not always provide reliable or particularly useful data

Example 11 = unacceptable2 - 4 = poor5 - 6 = satisfactory7 - 8 = good9 = very good10 = excellent

Example 21 = never meets standard 2 = sometimes meets standard 3 = often meets standard 4 = always meets standard

Performance Appraisal Methods: Behaviourally Anchored Rating Scale (BARS)

Behaviourally Anchored Rating Scale (BARS)- This method describes actual behaviours for each level of performance

It is generally regarded as more reliable than a graphic rating scale, but it takes much more work to prepare an effective BARS

However, BARS may be useful for training employees to master important tasks

Performance Appraisal Methods: Behaviourally Anchored Rating Scale (BARS)

To create and use BARS, the manager must: Break the job down into its key performance

tasks Identify the range of possible behaviours

that can be displayed while performing each task

place behaviours on a scale ranging from unsatisfactory performance to outstanding performance and describe examples of typical behaviour for each rating point

Assess employees using these scales

Performance Appraisal Methods: 360° Feedback 360° Feedback - This method involves feedback

from a much wider group of people than just the employee’s supervisor

It includes feedback from managers, peers, subordinates, and even customers

This method can be very useful for assessing team performance and the performance of managers

360° feedback is often done with the use of technology to gather the data and analyze the results

Your Task You are going to be creating a Performance

Appraisal for your work to date in this course

Do not fill it out …that will come later!