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Step 3
Consult your company's human resources leader for tips on how to administer discipline.
If your company has a progressive discipline policy, it's extremely important to maintain
all documentation related to each incident. Disciplinary action forms are available from the
human resources department; supervisors and managers are trained in the proper use of the forms
and the overall discipline process. Supervisors and managers are also trained on how to provide
effective feedback to commend or motivate employees to reach high performance levels.
Documentation of any interaction with your employee is necessary for a complete department
file.
Step 4
Prepare for the annual employee appraisal meeting well in advance. Calendar the date for your
meeting and begin drafting the areas in which you have performance standards. The various
areas will include job skills, interpersonal communication, team-building and other factors, such
as initiative and follow-through. Characteristics that include initiative and motivation may be
difficult to judge because there is an amount of subjectivity involved in evaluating these areas;
however, you can often measure initiative by observing how often your employee helps his
colleagues without being asked or how many times he's asked you for additional projects.
Step 5
Review your employee's department file for documentation about the employee's
performance throughout the year. Gather all feedback, discipline and commendation forms.
Prepare a draft appraisal form and consider carefully the job expectations and the
employee's performance over the last year. If your company has self-evaluations for
employees to complete, provide your employee with the necessary forms. Remind your
employee of the appraisal meeting, and explain to him what he should expect to transpire during
the conference to discuss his performance. Upon completing the evaluation form, provide the
employee with a copy of documentation and make copies for the department file and the human
resources department file.
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1. Essay Method
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an