PERFORMANCEAPPRAISALS-IndianaUniversity.ppt

PERFORMANCE APPRAISALS Performers Appraisal Learning Objectives Explain Purposes of Performance Management Identify Success Factors in Good Programs Identify Sources of Information for Evaluation Explain Key Methods used in Managing Performance Outline the Manager/Sub-Ordinate Interview Purpose of Performance Appraisal Systems Goal: Maintain Organizational Productivity Results: Organization Productivity Individual Performance Methods: Individual Performance Goals Objectives Opportunity to Regularly Discuss Results Supervisor Identifies Strengths and Weaknesses Fair and Equitable Format Basis for Salary/Promotion Recommendations Main Purposes of Performance Management Individual Rewards Base and Incentive Feedback for Sub-Ordinate Plus and Minus Recognition of Superior Performance Documentation of Weak Performance Personnel Decision-Making Future Goal Commitments Planned Achievements Reasons for Appraisals Compensation Pay for Performance Job Performance Improvements Feedback to Subordinates Documentation for Decisions Goal Setting - Later Evaluation Promotion Decisions Identify Training Needs HR Planning Primary Uses of Performance Appraisals Trends in Managing Performance Who Performs the Appraisal? Immediate Supervisor Higher Management Self-Appraisals Peers Co-Workers Evaluation Teams Customers “360° Appraisals” Supervisor Appraisal Performance appraisal done by an employee’s manager and often reviewed by a manager one level higher. Self-Appraisal Performance appraisal done by the employee being evaluated, generally on an appraisal form completed by the employee prior to the performance review. Subordinate Appraisal Performance appraisal of a superior by an employee, which is more appropriate for developmental than for administrative purposes. Peer Appraisal Performance appraisal done by one’s fellow employees, generally on forms that are complied into a single profile for use in the performance interview conducted by the employee’s manager. Team Appra