Hi all, Can any one provide some important statical formulae related to Performance Appraisal? Regards, Rajiv Ranjan
From India, Ahmadabad
From India, Ahmadabad
79
Dear Rajiv ji, The answer may be : Total Scores X 100 % Number of Questions Answered X 5 Regards, PBS KUMAR
From India, Kakinada
From India, Kakinada
Hi
You may follow the formula given by kumarji as he has made things simple and short for you.
or for further information i have given below the post by Leolingam-member in forum :-
PAY FOR PERFORMANCE
PAY FOR PERFORMANCE is a payment mechanism that assigns a value to the quality of work provided and the results achieved by the quality performance. As quality of care increases and better results are achieved, the pay increases for providers. This payments system focuses on the means by which results are achieved, in contrast to the bonus system. The key with this reimbursement is to appropriately set a sliding scale of reimbursement that takes into account for stakeholder efforts, performance criteria and environmental considerations. Unfortunately, these factors are difficult to capture into a payment system.
Criterion:-
STAFF’s rating must reflect the degree to which performance standards, requirements, or expectations for individual subordinate employees clearly link to organizational mission, strategic goals, or other program or policy objectives and take into account the degree of rigor in the appraisal of their subordinate employees
Acceptable Methods
· PAY FOR performance plans must include a critical element that holds them accountable for aligning employee performance plans with organizational goals, and rigorous appraisal of subordinates
· This requirement can be incorporated into a general leadership element.
IF YOU HAVE NOT SET UP ANY CRITERIA/ ALLOCATION DAYS/AND STANDARDS,
YOU CAN EASILY APPLY MY APPROACH.
==============================================
1.one person worked more then one dept or under diff bosses in single appraisal period, how would be his appraisal process all abt(% pp)
AS AN EXAMPLE.
IN THE SAME DEPARTMENT
1. IN THE PRODUCTION DEPARTMENT,
-there may be a change of managers during one appraisal period.
-the same production planner may have worked for two different production managers.
------------------------------------------------------------------------------------------
IF A PERSON WORKS FOR 230 DAYS IN A YEAR.
THE BASE SALARY FOR THE YEAR 100,000 DOLLARS.
THE MAXIMUM PAY FOR PERFORMANCE = 20% OF THE BASE SALARY
WHICH IS 20,000 DOLLARS.
-------------------------------------------------------------------
-100 DAYS FOR ONE MANAGER
-130 DAYS FOR THE SECOND MANAGER
the first manager rates the performance [for 100 days ] as 8/10
the second manager rates the performance [ for 130 days ] as 7/10
Then the performance achievement
1-----------100 days x 8=800
2-----------130 days x 7 =910
TOTAL = 230 days---1710/ 230 = 7.4
SO THE PAY FOR PERFORMANCE IS 74% OF 20,000 DOLLARS
WHICH IS 14,800 DOLLARS.
==============================================
2.THE TRAINING MANAGER FROM THE HR DEPARTMENT,
-worked for 80 days with the manufacturing manager, training the staff.
and then worked another 100 days with the sales manager, training the sales staff.
and the balance 50 days for human resource department.
IF A PERSON WORKS FOR 230 DAYS IN A YEAR.
THE BASE SALARY FOR THE YEAR 100,000 DOLLARS.
THE MAXIMUM PAY FOR PERFORMANCE = 20% OF THE BASE SALARY
WHICH IS 20,000 DOLLARS.
-80 DAYS FOR manufacturing MANAGER
-100 DAYS FOR THE sales MANAGER
-50 DAYS FOR THE human resource MANAGER.
the manufacturing manager rates the performance [for 80 days ] as 8/10
the sales manager rates the performance [ for 100 days ] as 7/10
the human resource rates the performance [ for 50 days ] as 9/10
then the performance achievement
1-----------80 days x 8=640
2-----------100 days x 7 =700
3.----------50 days x 9 = 450
TOTAL = 230 days---1790/ 230 = 7.8
SO THE PAY FOR PERFORMANCE IS 78% OF 20,000 DOLLARS
WHICH IS 15,600 DOLLARS.
=======================================
2.abt one person is working in multiple projects eg. matrix organization(%pp)
AS AN EXAMPLE,
IF A PERSON WORKS FOR 230 DAYS IN A YEAR.
THE BASE SALARY FOR THE YEAR 100,000 DOLLARS.
THE MAXIMUM PAY FOR PERFORMANCE = 20% OF THE BASE SALARY
WHICH IS 20,000 DOLLARS.
AN IT MANAGER IS WORKING WITH
1.the marketing manager, helping with the setting up of the marketing information system.
----50 days
1.the sales manager, helping with the setting up of the sales information system.
-----40 days
1.the manufacturing manager, helping with the setting up of the ERP system.
-----100 days
1.the HR manager, helping with the setting up of the HRIS system.
-----40 days
the marketing manager rates the performance [for 50 days ] as 8/10
the sales manager rates the performance [ for 40 days ] as 7/10
the manufacturing manager rated the performance [ for 100 days] as 9/10
the human resource rates the performance [ for 40 days ] as 9/10
then the performance achievement
1-----------50 days x 8=400
2-----------40 days x 7 =280
3.----------100 days x 9 = 900
4.----------40 days x 9 = 360
TOTAL = 230 days---1940/ 230 = 8.4
SO THE PAY FOR PERFORMANCE IS 84% OF 20,000 DOLLARS
WHICH IS 16,800 DOLLARS.
From India, Mumbai
You may follow the formula given by kumarji as he has made things simple and short for you.
or for further information i have given below the post by Leolingam-member in forum :-
PAY FOR PERFORMANCE
PAY FOR PERFORMANCE is a payment mechanism that assigns a value to the quality of work provided and the results achieved by the quality performance. As quality of care increases and better results are achieved, the pay increases for providers. This payments system focuses on the means by which results are achieved, in contrast to the bonus system. The key with this reimbursement is to appropriately set a sliding scale of reimbursement that takes into account for stakeholder efforts, performance criteria and environmental considerations. Unfortunately, these factors are difficult to capture into a payment system.
Criterion:-
STAFF’s rating must reflect the degree to which performance standards, requirements, or expectations for individual subordinate employees clearly link to organizational mission, strategic goals, or other program or policy objectives and take into account the degree of rigor in the appraisal of their subordinate employees
Acceptable Methods
· PAY FOR performance plans must include a critical element that holds them accountable for aligning employee performance plans with organizational goals, and rigorous appraisal of subordinates
· This requirement can be incorporated into a general leadership element.
IF YOU HAVE NOT SET UP ANY CRITERIA/ ALLOCATION DAYS/AND STANDARDS,
YOU CAN EASILY APPLY MY APPROACH.
==============================================
1.one person worked more then one dept or under diff bosses in single appraisal period, how would be his appraisal process all abt(% pp)
AS AN EXAMPLE.
IN THE SAME DEPARTMENT
1. IN THE PRODUCTION DEPARTMENT,
-there may be a change of managers during one appraisal period.
-the same production planner may have worked for two different production managers.
------------------------------------------------------------------------------------------
IF A PERSON WORKS FOR 230 DAYS IN A YEAR.
THE BASE SALARY FOR THE YEAR 100,000 DOLLARS.
THE MAXIMUM PAY FOR PERFORMANCE = 20% OF THE BASE SALARY
WHICH IS 20,000 DOLLARS.
-------------------------------------------------------------------
-100 DAYS FOR ONE MANAGER
-130 DAYS FOR THE SECOND MANAGER
the first manager rates the performance [for 100 days ] as 8/10
the second manager rates the performance [ for 130 days ] as 7/10
Then the performance achievement
1-----------100 days x 8=800
2-----------130 days x 7 =910
TOTAL = 230 days---1710/ 230 = 7.4
SO THE PAY FOR PERFORMANCE IS 74% OF 20,000 DOLLARS
WHICH IS 14,800 DOLLARS.
==============================================
2.THE TRAINING MANAGER FROM THE HR DEPARTMENT,
-worked for 80 days with the manufacturing manager, training the staff.
and then worked another 100 days with the sales manager, training the sales staff.
and the balance 50 days for human resource department.
IF A PERSON WORKS FOR 230 DAYS IN A YEAR.
THE BASE SALARY FOR THE YEAR 100,000 DOLLARS.
THE MAXIMUM PAY FOR PERFORMANCE = 20% OF THE BASE SALARY
WHICH IS 20,000 DOLLARS.
-80 DAYS FOR manufacturing MANAGER
-100 DAYS FOR THE sales MANAGER
-50 DAYS FOR THE human resource MANAGER.
the manufacturing manager rates the performance [for 80 days ] as 8/10
the sales manager rates the performance [ for 100 days ] as 7/10
the human resource rates the performance [ for 50 days ] as 9/10
then the performance achievement
1-----------80 days x 8=640
2-----------100 days x 7 =700
3.----------50 days x 9 = 450
TOTAL = 230 days---1790/ 230 = 7.8
SO THE PAY FOR PERFORMANCE IS 78% OF 20,000 DOLLARS
WHICH IS 15,600 DOLLARS.
=======================================
2.abt one person is working in multiple projects eg. matrix organization(%pp)
AS AN EXAMPLE,
IF A PERSON WORKS FOR 230 DAYS IN A YEAR.
THE BASE SALARY FOR THE YEAR 100,000 DOLLARS.
THE MAXIMUM PAY FOR PERFORMANCE = 20% OF THE BASE SALARY
WHICH IS 20,000 DOLLARS.
AN IT MANAGER IS WORKING WITH
1.the marketing manager, helping with the setting up of the marketing information system.
----50 days
1.the sales manager, helping with the setting up of the sales information system.
-----40 days
1.the manufacturing manager, helping with the setting up of the ERP system.
-----100 days
1.the HR manager, helping with the setting up of the HRIS system.
-----40 days
the marketing manager rates the performance [for 50 days ] as 8/10
the sales manager rates the performance [ for 40 days ] as 7/10
the manufacturing manager rated the performance [ for 100 days] as 9/10
the human resource rates the performance [ for 40 days ] as 9/10
then the performance achievement
1-----------50 days x 8=400
2-----------40 days x 7 =280
3.----------100 days x 9 = 900
4.----------40 days x 9 = 360
TOTAL = 230 days---1940/ 230 = 8.4
SO THE PAY FOR PERFORMANCE IS 84% OF 20,000 DOLLARS
WHICH IS 16,800 DOLLARS.
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
PMS Handbook.pdf
PMS for B & C, FINAL.zip
PMS Presentation.pp t