employee performance appraisal process

1. Employee performance appraisal process
There are many advantages to both supervisors and employees in having an effective
performance planning and review process. The process should identify clearly what is
expected of the employee, which in turn provides the opportunity to recognize good
performance and identify areas that need corrective action or added training.
Four areas that must be identified in a performance plan are:
1. Job responsibility - what has to be done?
2. Performance measure - how will this be checked or measured?
3. Performance standard - how well must it be done?
4. Target date - when will it be checked?
When building a performance plan, you would obtain information in these areas from the
job description and you would also look to the organization needs to clarify which duties
have priority and the standard they must be performed to. An effective performance plan
should outline results expected, performance measures, standards to be achieved and
target dates for measurement.
Performance plans are usually prepared at the beginning of annual review period, or
when an employee first starts their new job. Preparing for the initial planning meeting
should be undertaken by both the supervisor and the employee. Both supervisor and
employee should be reviewing the goals, objectives and needs of the work unit and
looking at the current job description. The supervisor should list the things in the job that
they intend to measure, and the standards you will measure to. The employee could write
down the ways they think each of their tasks could be measured and how well each
should be performed.
Performance objectives and results to be achieved should be focused on results and set in
order of priority. Measures should be specific to each task, with clear standards which
include dates and times when appropriate.
The next step in the process is providing regular feedback. The supervisor should be
maintaining a log of performance facts, which will ensure that important issues are given
the attention that is required and will help the formal review proceed in a more focused
and potentially more positive way. The employee should also maintain a record of
accomplishments and special achievements, or issues that need to be resolved. Discussion
of these things during scheduled or spontaneous feedback sessions will allow resolution
of problems in a timely manner.

2. Reviewing performance gives the supervisor and the employee the opportunity to look at
results that have been achieved in relation to the original plan and standards of
performance that were established. At this meeting, you should review all performance
records and assess each task, discussing whether they met the standards of performance
or not, and whether they exceed those standards. Review any outside factors that may
have had an effect on performance. At this time, the supervisor should be identifying any
areas where improvement may be necessary or performance could be enhanced. The
employee should also have the opportunity to discuss areas where they could have used
more help.
Another important aspect to completing this cycle is action planning. This is where the
supervisor and employee would plan for any training that needs to occur, and could also
be where you discuss career planning.
The completion of this cycle should illustrate to us that a positive atmosphere of working
together is beneficial to both the work organization, the supervisor and the employee.
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