How to start Performance Appraisal in an IT industry

Dear All,

I have not much experience in Performance Appraisal, So Can someone help me how to start apprasial in an IT industry? Strenght is 100+(Employees) and most of the support staff we are having. Earlier we had done 360 degree appraisal but that was unsuccessful.

Also, Is performance appraisal related to Increaments?

Looking forward to your cooperation.

Regards,
Monika

Hi Monika,

You can do 180 degree appraisal instead of 360. Wherein the appraisal of an employee will be done only by his superior/s.

You can design profile(department) specific forms for different departments with the help of department heads.Then work on rating and decide the weightage or measurement criteria's.once you are done with this basic planning, conduct a training session for both appraiser as well as appraisee and make them understand the importance and fact of a PA system. This training would help people in understanding scope of PA.

Yes, PA is related with salary hike, but that is not the only output from the PA system. You need to make this clear to your team members across the organization.

I hope this will help you a bit, incase you need anymore details, feel free to get back to me.

Regards,
Swati.

Dear Swati,

Thnx a lot for your guidess.... Can you give me a format for the same... so that I can have an idea ? It would really a great help for me. Just give a roughly idea not the exact on.

Once again, thanx a lot.

Regards,
Monika

Hi,

Iam attaching a couple of Forms that might be of some help to you.

You will get a lot of such forms on the internet. Trying searching on Google.

Also I would like to point at one mistake what I have noticed a lot of Appraisal forms have. Dont ask questions that are not quantifyable. Like, How passionate are you about your work? or How do you rate your commitment towards your work? The employees can rate themselves the highest also in this.

First list down all the points that affect the performance of an employee. For Eg: Quality of Codes, Awareness of Coding Standards, Technical Certifications, Defects Found, Project Slack and the list goes on...
Also write down all the disciplinary and safety points like how long does the employee spend in unproductive activity or how many times he has taken leave without prior intimation etc.

Then frame questions based on those points. Refer the forms to frame questions. Designing a form or conducting an appraisal is not the only thing. What you do with it is very important. Gather inferences from the filled appraisal forms, give the employee enough feedback and necessary facilities for improvement. Mere Appraisal and increment will not serve the goal of a good Appraisal/Review.

Most of the time Review is linked with Increment. But it need not be always in the IT company. Avoid annual appraisal and bring in a culture of monthly appraisal. Check the goals set by the employees with what they have achieved. Provide guidance as and when required.

PERFORMANCE APPRAISAL IS JUST A POST-MORTEM. So keep regular check on the performance of the employees.

Regards,
Soumya Shankar

Attached Files

	formal_performance_appraisal_evaluation_for_541.doc (31.5 KB, 4241 views)
	oa_pa_structured_528.doc (54.0 KB, 1348 views)

Dear Sumya,

thnx... thanx a lot for the information !!!

But attachment is missing.

MG

Hey Sumya,

the formats are good ones. Could you also help me out with Job Descriptions, KRA's and KPI's of an individual?

Cheers
Aanchal

Soumya

Thank you for the format given. However, I think, it need to be restructured accoding to the use of individual appraisee, according to the scope of job.

Ajay

hi
when u receive further information, please do notify it.
Whatever i could understand from the terms are given below:
JOB DESCRIPTION:
A written description of a job which includes information regarding the general nature of the work to be performed, specific responsibilities and duties, and the employee characteristics required to perform the job.

JOB ANALYSIS

The systematic process of gathering and examining and interpreting data regarding the specific tasks comprising a job.

JOB EVALUATION

Used for compensation planning purposes, it is the process of comparing a job with other jobs in an organization to determine an appropriate pay rate for the job.

KEY RESULT AREAS

Used to establish standards and objectives, key result areas are the chief tasks of a job identified during the job evaluation process.
KPI
Key Productivity Indicators

bye
Ajay

Hi,
Start with 180 degree appraisal. Take HOD's in confidence as the cooperation of Line Managers/HOD's is important. Have Group meetings as well as one to one meeting with HOD's/Line managers on appraisal policy and its implementation. They might have some valid point. Remember all HR activities are Group Activities and HR is only a facilitator.

For 360 Degree appraisal, the organization has to be matured enough.
If need further advice on this, you can contact me directly at

Best wishes

Daleep

HI monika,

I read your reply posted regarding perf appraisal.

i dod understand that yu did 360 degree perf Appraisal innur org.

I have to implement it in my company .

please give me your email id or contact number so that i can contact you n get some guidelines

i will be thankful to you.

Thanks

Punita