Performance appraisal tools pdf


College of Education na si Keven Domino, John Michael Gabrentina, Svenson Avery Garlit and Silvia Ambag. This page was last edited on 21 Performance appraisal tools pdf 2017, at 08:03. Please forward this error screen to 37.

How to Write a Performance Appraisal. Performance appraisals, also called performance reviews, are used to evaluate an employee’s work at their job. Many performance appraisals are completed by the employee’s manager, though some employers may ask employees to appraise their own work or others’ work and complete a self-evaluation. Whether you’re writing a review of your employees’ work or your own work, learning how to write a performance review can help you clarify the roles and responsibilities of everyone at your place of business.

Before you begin reviewing an employee’s performance, you should double-check that employee’s description in your employment files. If the position’s requirements or functions have changed at all in the last few years, that description will need to be updated. It would be unfair to the employee to evaluate them based on outdated position descriptions. Recognize the work that employee has done and the work they’re expected to do this year, not in years past. In addition to reviewing the position description, you should also review the essential performance functions of that position. These functions will help you identify your own expectations for that employee. Accountability: This covers whether the employee is reliable and consistent.

Accountability may include punctuality, ability to meet deadlines, respect for the organization and its employees, and ability to meet or exceed performance expectations. Production standards: These should be objective, measurable accomplishments performed within specific time frames. For example, a person picking stock in a distribution center might be expected to pick 100 pieces an hour. Job knowledge: This may include the employee’s professional skills, ability to assist coworkers, and willingness to continue developing their knowledge and abilities. Required knowledge might also include operating, maintaining, and instructing others with special tools and equipment. Communication: This may include communication skills, or it may cover an employee’s ability to work collaboratively and seek feedback from other employees.

Interpersonal relations: This generally deals with how the employee treats their colleagues, and whether the employee is tactful and respectful of others. Customer service: If the employee’s position involves customer service, you may want to include evaluations on patience, approachability, reliability, and the employee’s commitment to following up with customers as needed. Review last year’s performance appraisal. Look into performance reviews for the past three years, especially noting whether such reviews have been performed by other people. Note any employee comments about past reviews. The best way to begin a performance appraisal is to document the work that a given employee has done.

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