What is it?
Why is it Important?
Types of Evaluation
Steps in the Process
Details of Process
100
A review and discussion of an employee's performance of their designated duties and responsibilities.
What is a performance appraisal.
100
What does a good review do?
It stimulates employee's interest and improves job performance.
100
The performance appraisal where a list of criteria of behaviors that an employee should work up to are assessed.
What is a behavioral checklist.
100
What is the first step in the process?
Establishing performance standards.
100
It requires setting the criteria to judge the performance of the employee as successful or not and the degrees of their contribution to the organization.
What is establishing performance standards.
200
What is a performance appraisal based on?
Results obtained by employee in their job, not on their characteristics.
200
Why are performance appraisals important for supervisors?
They help them get a better understanding of the employee's abilities.
200
The performance appraisal where the employee receives confidential, anonymous feedback from co-workers (i.e. managers, peers, direct reports) as well filling out a personal rating survey.
What is a 360 degree evaluation.
200
What is the second step in the process?
Communicating the standards.
200
It is the responsibility of the management to communicate the standards to all employees in the organization. This will help them understand their roles and know what is expected of them.
What is communicating the standards.
300
What does a performance appraisal measure?
Skills and accomplishments with fair amount of accuracy.
300
What does the review process recognize?
The employee's achievement.
300
The performance appraisal where the employees behaviours are rated, and then are anchored to points on a rating scale.
What is Behaviorally Anchored Rating Scale (BARS).
300
What is the third step in the process?
Measuring actual performance.
300
It is a non-stop process which involves monitoring the performance throughout the year and is the most difficult part of the performance appraisal process. This step requires a selection of suitable techniques of measurements, taking care that individual bias does not affect the outcome of the process.
What is measuring the actual process.
400
What do performance appraisals help find?
They help find areas of improvement and promote professional growth.
400
Why does the review process help the employee?
It provides the employee with a formal feedback mechanism on an annual basis. It also can design training for further development of skills and strengths.
400
Name two other types of performance appraisals.
Management by objective, psychological appraisals.
400
What is the fourth step in the process?
Comparing the actual with desired performance.
400
In this step, the actual performance is compared with the desired performance. The comparison tells the deviations in the performance of the employee in the standards set. The result can show the actual performance being less or more compared to the desired performance.
What is comparing the actual with the desired performance.
500
How often are performance appraisals done?
Annually.
500
Do you think performance appraisals are important? Why?
Answers may vary.
500
The scale that rates behaviours that includes exceptional, excellent, fully competent, and unsatisfactory.
What is the Behaviourally Anchored Rating Scale.
500
What are the last two steps in the process?
Discussing results, and decision making.
500
Describe the last two steps.
Discussing results is when the result of the appraisal is discussed with the employee on a one-to-one basis. The results, the problems, and the possible solutions are discussed with the aim of problem solving. The purpose of the meeting should be to solve problems faced and motivate the employees to perform better. Decision making is the last step and is making decisions which can be to improve the performance of the employees, take required actions, or related decisions like promotions, awards, transfers, etc.
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