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Program Objectives (1 of 2)
An understanding of the
performance management
system.
Awareness of the mechanics of
how the program works.
An understanding of the general
interpersonal dynamics
involved in the performance
appraisal process.
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Program Objectives (2 of 2)
Practice in conducting each of the
components of an effective
appraisal interaction.
Specific pointers about, and
practice with, performance
problems.
An opportunity to plan how to
transfer the training program
skills back to the job.
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A Challenge
Please Write a
One Sentence Definition of
Performance Management
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Quot
e “Researchers found that companies
that used performance management
programs had greater profits, better
cash flow, stronger stock market
performance, greater stock value and
higher sales per employee (or
productivity) than companies that
didn’t.”
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Quote
s “The function of work is to produce
results.”
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P A G E 1 of 4
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M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L
N A M E : E M P L O Y M E N T D A T E : A P P R A IS A L D A T E :
P R E S E N T P O S IT IO N : T IM E IN P O S IT IO N : L A S T A P P R A IS A L D A T E :
D E P A R T M E N T : L O C A T IO N :
IM M E D IA T E S U P E R V IS O R : D E P A R T M E N T S U P E R V IS O R :
G E N E R A L J O B D E S C R IP T IO N
L I S T M A N A G E R ' S / S U P E R V I S O R 'S M A J O R R E S P O N S I B I L I T I E S I N D E S C E N D I N G
O R D E R F R O M P R IM A R Y , T O S E C O N D A R Y , D O W N T O M IN O R F U N C T IO N S .
IM P R O V E M E N T S & A C C O M P L IS H M E N T S
N O T E S P E C IF IC IM P R O V E M E N T S A N D A C C O M P L IS H M E N T S
S IN C E L A S T A P P R A IS A L .
C O M M U N IC A T IO N
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S A B I L I T Y T O R E L A T E I D E A S A N D M E T H O D S T O O T H E R S .
T A K IN G IN T O A C C O U N T W R IT T E N A S W E L L A S V E R B A L .
E X C E LL E N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P TA B L E
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P A G E 2 of 4
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M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L
C O - O P E R A T IO N /F L E X IB IL T IY
C O M M E N T O N M A N A G E R 'S A B I L I T Y T O W O R K W I T H O T H E R S A S A T E A M .
E X C E L LE N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE
L E A D E R S H IP
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S L E A D E R S H I P Q U A L I T I E S W I T H R E G A R D T O M O T I V A T I O N O F
E M P L O Y E E S , A N D L E A D E R S H IP B Y E X A M P L E .
E X C E LLE N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE
E N T H U S IA S M
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S I N T E R E S T A N D C O M M I T M E N T T O C O M P A N Y , G R O U P A N D
S E T G O A LS .
E X C E LLE N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE
P R O F E S S IO N A L IS M
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S P R O F E S S IO N A L C O N D U C T A N D L O Y A L T Y T O C O M P A N Y
P R IN C IP A L S A N D O B J E C T IV E S .
E X C E LLE N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE
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P A G E 3 of 4
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M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L
P R O B LE M S O L V IN G
C O M M E N T O N M A N A G E R 'S A B I L I T Y T O S P O T P R O B L E M S , M A K E D E C I S I O N S A N D
F IN D C O M P E T E N T A L T E R N A T IV E S O L U T IO N S .
E X C E LL E N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE
P L A N N IN G A N D O R G A N IZ A T IO N
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S P L A N N IN G A N D O R G A N IZ A T IO N A L
S K IL L S .
E X C E LL E N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE
Q U A L IT Y O F W O R K
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S Q U A L I T Y O F W O R K P R O D U C E D ; I S T H E R E A G O O D B A L A N C E
B E T W E E N Q U A L IT Y A N D Q U A N T IT Y ?
E X C E LL E N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE
S U M M A T IO N
H O W W O U L D Y O U D E S C R I B E E M P L O Y E E 'S O V E R A L L P E R F O R M A N C E ? C O M M E N T O N C O N T R IB U T IO N
TO G R O U P A N D C O M P A N Y S U C C E S S .
E X C E LL E N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE
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M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L
C A R E E R O B J E C T IV E S
C O M M E N T O N M A N A G E R 'S P O T E N T I A L F O R G R O W T H W IT H I N T H E C O M P A N Y
STRUCTURE.
A D D IT IO N A L
IN C L U D E A N Y A D D IT IO N A L C O M M E N T S T H A T Y O U F E E L S H O U L D B E B R O U G H T T O A T T E N T IO N R E G A R D IN G
M A N A G E R / S U P E R V IS O R .
AUTHORED BY
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Terms
Indicators. Standards.
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Manager’s
Responsibilities?
Goals
(effective)
Objectives to achieve.
Responsibility (efficient)
To achieve these goals through others
cost consciously.
Employees (management)
To deploy others to achieve these goals.
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