Performance Appraisal Programs
By Ruth Mayhew
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Employers develop performance appraisal programs based on what they perceive employees need in terms of regular, constructive feedback. Appraisal also serves to recognize skills, talent and the employee's interest in developing his expertise for future roles within the organization. Not all appraisal programs are formal, sophisticated systems that produce pages of meaningless narrative about goals and productivity. Many are well-constructed, straightforward measurements that foster candid assessments of performance and positive workplace relationships that support the organization's business goals.
Introductory Evaluation
An introductory evaluation is an effective way to determine if your company is making wise hiring decisions. Since much turnover occurs early in the employment relationship, conducting an evaluation within the first 60 to 90 days on the job ensures the employee is a good fit for the job and the work environment. An introductory evaluation also gives the employee an opportunity to express any concerns about her duties before minor issues become irresolvable problems.
Supervisor Evaluation
Though supervisors typically evaluate employee performance, the nature of the supervisor-employee relationship lends itself to two-way review and feedback. This type of appraisal program enables managers to see how effective supervisors are and whether supervisors are good at establishing themselves as organizational leaders. Employees who report to supervisors are the best source of knowledge of supervisor actions and behavior because of the direct reporting relationship and daily interaction. Employee reviews of supervisors can be done anonymously to protect employees from potential retaliation by supervisors whose reviews contain comments about poor behavior or deficient leadership skills.
Peer Evaluation
These may be the trickiest of all appraisal programs, because conducting peer evaluations requires extensive training for employees. Subjectivity also can become a challenge; therefore, employees must be reminded that only objective and constructive feedback is acceptable and personal opinions about their peers are unacceptable. Peer evaluations shed light on whether employees who work together in the same department are following consistent processes and procedures. Peer evaluations also can help identify employees who demonstrate leadership skills and are admired by their peers for their positive attitudes and teamwork.
Employers may construct a performance appraisal program that combines elements of a traditional supervisor-written appraisal with an employee self-evaluation. This type of appraisal program produces supervisor-employee interaction during the appraisal meeting. Employers who use employee self-evaluation benefit from the combination of two perspectives that involves a negotiated approach to reaching a final performance rating. The employee's self-evaluation is not simply a feel-good exercise for employees. It encourages supervisors to listen carefully to employees' own perceptions of their strengths and weaknesses. The result is that the overall performance appraisal program is well received by workers who appreciate that an employer values their opinions.
University of California, Berkeley; Performance Appraisal (Negotiated Approach); Gregorio Billikopf; August 2006
University of Maryland, University Human Resources: How to Conduct the Self-Assessment
Oklahoma State University Payroll Services: Employee Evaluation of Supervisor's Performance
HR.com
Society for Human Resource Management
National Human Resources Association
Ruth Mayhew has been writing since the mid-1980s, and she has been an HR subject matter expert since 1995. Her work appears in "The Multi-Generational Workforce in the Health Care Industry," and she has been cited in numerous publications, including journals and textbooks that focus on human resources management practices. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. Ruth resides in the nation's capital, Washington, D.C.
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Effectiveness of Performance Appraisal Processes
How to Measure the Effectiveness of an Employee Evaluation Process
The Advantages of the Peer Review Appraisal Method
How to Outline a Performance Appraisal Program
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Problems With Performance Evaluations
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1 What Is the PMS Process in HR?
2 Effectiveness of Performance Appraisal Processes
3 How to Measure the Effectiveness of an Employee Evaluation Process
4 The Advantages of the Peer Review Appraisal Method