Performance Appraisals

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Performance Appraisals

• How to Conduct Effectively

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Session Objectives

• You will be able to
• Identify the importance and benefits of PAs
• Assess and prepare necessary documentation
• Set motivational performance goals
• Plan for effective appraisal interviews
• Conduct fair and beneficial appraisals
• Avoid discrimination charges

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Session Outline

• Importance and benefits of appraisals
• Avoiding discrimination
• Measuring and documenting performance
• Setting performance goals
• Preparing for and conducting appraisal interviews
• Dealing with different levels of performance

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Why Appraisals Are Important

• Recognize accomplishments
• Guide progress
• Improve performance

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Why Important (cont.)

• Review performance
• Set goals
• Identify problems
• Discuss career advancement

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Appraisal Benefits

• Appraisals offer the company
• Documentation
• Employee development
• Feedback
• Legal protection
• Motivation system

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Appraisal Benefits (cont.)

• Appraisals offer employees
• Direction
• Feedback
• Input
• Motivation

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Appraisals and Discrimination

• Title VII
• ADA
• Other fair employment laws

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Discrimination (cont.)

• Failure to communicate standards
• Failure to give timely feedback
• Failure to allow employees to correct performance
• Inconsistency in measuring performance
• Failure to document performance objectively

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Appraisal Background

• Questions?

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Appraisal Forms

• Define performance expectations
• Describe measurement tools
• Use a rating system
• Cover specific examples
• Set measurable goals

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Measure Performance

• Measurement systems need to be
• Specific
• Fair
• Consistent
• Clear
• Useful

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Measure Performance (cont.)

• Systems can be
• Numerical
• Textual
• Management by Objective (MBO)
• Behavior oriented

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Document Performance

• Make sure documentation is objective
• Document performance of all employees
• Provide complete and accurate information
• Document performance on a regular basis

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Set Goals

• Based on job requirements
• Realistic
• Measurable
• Observable
• Challenging
• Prioritized

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Employee Input

• Employees take an active role
• Setting goals
• Designing action plans
• Identifying strengths and weaknesses
• Employees participate in the performance
  appraisal meeting

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Preparation

• Employees
• Review performance
• Think about new goals

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Preparation (cont.)

• Supervisors
• Review performance
• Complete written appraisal
• Think about new goals
• Schedule time and place

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Start the Meeting

• Lay out agenda
• Talk about money
• Encourage input
• Give good news first

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Presentation Tips

• Focus on the professional
• Give objective examples
• Invite response
• Listen actively
• Create we mentality

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During the Meeting

• Review performance
• Based on previous goals
• Noting strengths and accomplishments
• Identifying areas for improvement

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During the Meeting (cont.)

• Set goals
• Based on company goals
• Building on areas that need improvement

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End the Meeting

• Encourage good performance
• Lay out action plan
• Communicate outcome of goals not met
• Confirm understanding

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Appraisal Process

• Questions?

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Continuous Feedback

• Formal appraisals
• Informal appraisals
• Open communication

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Recognize Good Performance

• Verbal
• Public
• Tangible
• Monetary

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Identify Poor Performance

• Act early
• Take the right approach
• Deal with employee reaction
• Handle continued poor performance

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Discipline Poor Performance

• Recognize problems
• Talk with employee
• Follow company policy

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Handle Hard Cases

• Reviewing highly emotional employees
• Rating former peers

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Key Points to Remember

• You must conduct objective appraisals on a
  scheduled basis
• Appraisals tell employees how theyre doing and
  how they can improve
• Appraisals help create a system of motivation and
  rewards based on performance