Performance Evaluation Essay
1828 Words8 Pages
There is a purpose in doing performance evaluations, in which it helps management make general human resource decisions. Performance evaluations provide input to help make important decisions such as promotions, transfers and even terminations. Also, could help to identify training and developments they need, as well help develop programs and providing feedback to employees on how they performed on their review. Performance evaluation can help to see who will get merit pay increases and other rewards.
In the scenario, I have three concerns about the evaluation that our manager is using. The first concern is the three items that they used to evaluate, friendliness, neatness and attitude, which are not in itself a dreadful start, but…show more content…
When using individual task outcome; you could be evaluated on such things as the quantity produced, the scrap generated in production, and the cost per unit. Evaluating behavior, you would look at how the employee is helping other coworkers, making suggestions for improve the work environment, and volunteering for additional duties. The behavior is the focus on interaction towards others and the organization. Evaluating traits are a little more trickery than the other two because it is farthest removed from the actual performance of the job. When looking at traits, you look to see if the person has a respectful attitude, do they show confidence in their job, are they dependable, and are they always busy, or do they possess a wealth of experience. These traits are routinely used as criteria for assessing an employee’s level of performance.
When using a method like the 360-degree to give a performance evaluation has a great advantage for everyone. It helps give the employees in an organization a sense of participating in the process of the person evaluation. By including coworkers, customers, and subordinates; it allows a more accurate reading on the employee's evaluation. Each of these people can give various views about the employee because each one is from different parts of the organization, or even an outside source review on the person can be very valuable. In our scenario, it could be good
Whether you are just implementing a formal performance appraisal process in your company or you are searching for ideas to help you update the documents you are currently using, reviewing example forms can be very helpful. Review these five sample documents, each one is specific to a different type of evaluation.
Five Sample Performance Evaluations
There are several different ways to approach conducting employee performance appraisals, from annual and end-of-introductory-period reviews based solely on supervisor feedback to formal self-evaluation and peer review processes. You can access sample documents for each type of evaluation simply by clicking the appropriate image below. The samples are fill-in forms that can be saved, edited and printed, making it easy for you to use these documents as a starting point for creating evaluation paperwork specific to the needs of your organization.
If you need help downloading the printables, check out these helpful tips.
Typical Annual Performance Review
This form is representative of the type of document that most companies use for annual performance reviews. It includes a ranking scale for specific traits, accomplishments and behaviors, as well as spaces to point out strengths, areas that need improvement and goal-setting.
Qualitative Performance Review
If you're more interested in having managers provide qualitative feedback to employees, this sample form may meet your needs. It requires supervisors to provide open-ended feedback on various factors. This type of form can be used in addition to a typical review document, or instead of one.
Employee Self-Evaluation Questionnaire
It's often advisable to ask employees to reflect on their own performance and complete a self-evaluation review prior to being evaluated by management. If you include self-evaluation in your company's formal review process, managers should take information provided by employees into consideration when completing their evaluations, being sure to include a discussion of perception differences that may be apparent during the performance appraisal meeting.
Peer Review Questionnaire
If your company has adopted the popular 360-degree approach to performance appraisal, it will also be necessary to gather peer reviews from individuals who work with the employee being evaluated. You should collect peer reviews from direct co-workers, as well as individuals in other departments who interact with the individual.
Introductory Period Ending Review
It's not advisable to wait until a full year has gone by to provide formal performance feedback to new employees. If your company has a formal introductory period, it is a good idea to perform an evaluation at the end of that timeframe. Even if there is not a formal introductory period, you can implement a policy of conducting a 60 or 90 day performance assessment with new hires before transitioning them to the standard annual cycle that most companies use.
Developing an Employee Evaluation Form
It's important to use an effective form when preparing performance appraisals for your team members; reviewing sample documents is a good starting point for determining what should be included on your own review documentation. However, chances are that you won't find a single form that perfectly represents exactly what your organization needs. Make sure that your finished review forms accurately reflect expectations for employees specific to your organization.