Performance Appraisals

How to Keep it Real

What’s the Point?

Objectives of the Performance Cycle

◦Communicate Expectations.

◦Provide Feedback.

◦Set Goals.

◦Review Progress.

Dimensions of Performance

Qualitative Factors

◦ Productivity – Volume, quantity of contribution, efficiency

◦ Compliance – Harmony & alignment with values, policies, procedures

◦ Quality of Work – Accuracy, reliability & professionalism of output

◦ Competencies – KSAs brought to & applied to the work

◦ Training Requirements – Mandated training, self-development

Content Flow

Employee Self-Evaluation

Manager Evaluation

Composite Evaluation

Calibration of Ratings

Rating Basic Description Examples

5 Exceeds Standards, Takes the Function to a Higher Level

Leadership role in improving function & others’ performance

4 Exceeds Standards on a Consistent Basis

On a regular basis exceeds all standards; positive role model

3 Consistently Meets Standards The default rating for employees who are doing well

2 Inconsistent/Sometimes Meets Standards

Needs improvement; potential to succeed

1 Unacceptable Does not approach acceptable standards

SMART Objectives

Specific – Clear, detailed; Use action words

Measurable – Can be measured in output, statistics, effectiveness, behavior

Achievable – Practical, realistic and aligned with company priorities

Results-Oriented – Describe the end product

Time-Based – Time in units or deadlines

ApplicationTony Tiger – He’s Great, or so he thinks…