4. Process Set Performance Standards Communicating Standards Measuring Standards Comparing Standards Discussing Results Taking Corrective Measures
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8. 180 º Degrees 180 Degree is one of the method by which feedback of an employee can be judged and measured. Here two people are involved in the feedback process; one is the employee himself and his immediate boss .
11. Page 3 Key Focus Area Activities Achievement [Narration]
12. KFA “ Why am I on the payroll of the organization?” Most people are not sure exactly as to why they are on their company’s payroll . If you are not sure about why you are on the payroll or if you are not clear what you are hired for , you can never perform well. You are paid salary for the particular service that you are rendering to the organization. The Services can be broken down into about 4 or 5 main areas. This is the Key Focus Area !
13. ACTIVITIES: Things you do ! To enable the Key Focus Area . Eg: If KFA is enrollment of children, then the activities would be home visits done, putting up of advertisement, campaigning etc.
14. ACHIVEMENT KFA – Enrollment ACTIVITIES – home visits, campaigning, advertisements ACHIEVEMENT – how successful you were in the activities , hence how successful in KFA -
17. Weighted Average Method: 5-Excellent 4-Good 3-Average 2-Below Average 1-Poor Category Weight Ratings Total [W*R] Performance 4 4 16 Attendance 3 4 12 Relationships 2 4 8 Honesty 1 4 4 Total 10 40
18. Team Appraisal While peers are on an equal standing with one another , they may not work closely together. In a team setting it would be virtually impossible to separate, out an individual’s performance.
19. Effectiveness: The extent to which a team members work and commitment contributes to team goals Organization: The extent to which a team member organizes and produces an effective work in a timely manner. Job Skills : The extent to which a team member possesses the practical /technical knowledge required on the job. Reliability: The extent to which a team member can be relied upon for task completion and follow up. Availability: the extent to which a team member is punctual and has a good attendance record. Independence: The extent a team member performs work with little or no supervision. Creativity & Problem Solving: The extent to which a team member proposes ideas,finds new and better ways of doing things and uses appropriate problem solving methods. Initiative: The extent to which a team member seeks out assignments and additional duties when necessary. Accountability: The extent to which a team member demonstrates proper accountability to other team members and team leader. Interpersonal Skills: T heextent to which team member coorperates ad communicates with other co workers,supervisors,subordinates, and outside contacts.
20. Evaluator Signature ___________ Date ___________ Team Member’s signature ___________ Date ____________ If team member disagrees with appraisal he/she can attach appropriate comments.
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23. Note : Employee 1) In your private notes, write both your accomplishments and your less than superb job performance incidents for the period the performance evaluation will cover. 2) Mentally prepare some "talking points " to deliver as needed, if needed. 3) Anticipate. What topics might arise in this appraisal? What facts do you already know about those topics? What topics do you want to initiate if given the opportunity? 4) Do your homework — but not just the night before the performance review. Keep private notes year-round of your accomplishments as well as explanations for things you perceived as going awry despite your best intentions. 5) Don't babble during the performance appraisal session. Speak clearly, concisely and with purpose. 6) If you don't have goals or a ready-made plan to improve some performance, say so . Say: "I'll have to think about that and do some research on ways I can improve my ABC performance. Can I get back to you next Monday with my plan?" Then follow through with your promise.
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