Dear Friends,
I have to start the Annaul Performance Appraisal process for the company i am working for in the coming month. For which i require a simple Performance Appraisal Format, if anyone knows of the simple way in which we can assess the performance of the employee kindly let me know.
This is the first time i will be doing this activity, and there is no earlier forms available here, therefore your help on this will be greatly appreciated.
Regards
Julie
From India, Hyderabad
9I have to start the Annaul Performance Appraisal process for the company i am working for in the coming month. For which i require a simple Performance Appraisal Format, if anyone knows of the simple way in which we can assess the performance of the employee kindly let me know.
This is the first time i will be doing this activity, and there is no earlier forms available here, therefore your help on this will be greatly appreciated.
Regards
Julie
From India, Hyderabad
Julie,
Hi! If you already have an appraisal tool, you need to review it or at least scan over the questions/items to check whether such form is relevant for the in-coming appraisal. As you perhaps suspect, there are questions which are no longer applicable to present set-up of workers, in that you really need to revise the tool.
Not all workers will be appraised with the same performance appraisal tool. You need to categorized appraisal tools according to positions: such as supervisory or rank and file, etc.
Be objective in rating your personnel by taking into consideration the initially recorded performance progress and results, and any comments from the inside and outside of the department.
You need to communicate to them the procedures and the purpose of the appraisal, so that the process may not appear intimidating. Be sure you can also give them the feedback based on the result of the evaluation.
In case you have some questions, don't hesitate to open up.
Have a nice day.
AMO
From Philippines
Hi! If you already have an appraisal tool, you need to review it or at least scan over the questions/items to check whether such form is relevant for the in-coming appraisal. As you perhaps suspect, there are questions which are no longer applicable to present set-up of workers, in that you really need to revise the tool.
Not all workers will be appraised with the same performance appraisal tool. You need to categorized appraisal tools according to positions: such as supervisory or rank and file, etc.
Be objective in rating your personnel by taking into consideration the initially recorded performance progress and results, and any comments from the inside and outside of the department.
You need to communicate to them the procedures and the purpose of the appraisal, so that the process may not appear intimidating. Be sure you can also give them the feedback based on the result of the evaluation.
In case you have some questions, don't hesitate to open up.
Have a nice day.
AMO
From Philippines
Hi Alan,
Thanks for replying out. But the thing is currently I do not have any format in my hand. There are no previous appraisal formats done systematiclly, appraisal were given purely on one's judgement, whether the employee was performing well or not. Now I need to come up with a systematic form to assess the employee. Therefore, i require some guidelines in preparing the form, if at all any forms are available then i can use them as a reference and prepare the forms.
Therefore, would greatly appreciate if i can have something on the above.
Regards
Julie
From India, Hyderabad
Thanks for replying out. But the thing is currently I do not have any format in my hand. There are no previous appraisal formats done systematiclly, appraisal were given purely on one's judgement, whether the employee was performing well or not. Now I need to come up with a systematic form to assess the employee. Therefore, i require some guidelines in preparing the form, if at all any forms are available then i can use them as a reference and prepare the forms.
Therefore, would greatly appreciate if i can have something on the above.
Regards
Julie
From India, Hyderabad
Julie,
The things you are looking for are easy to get from consulting companies like ours. But you have to make your company pay for them. It will not go to your company for free.
My company can sell this to you.
Let me know if you have budget.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
The things you are looking for are easy to get from consulting companies like ours. But you have to make your company pay for them. It will not go to your company for free.
My company can sell this to you.
Let me know if you have budget.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Hi,
For the annual performance appraisal you may use the 360 appraisal and the feed back given by the superiors subordinates and peers, you can use three different format that are to be filled by the peers, superiors and subordinates and the attention given in the three formates is to be totally different
when i was in a group i used graphical rating system that contains characteristics relating to personality and performance of the employees, intelligence, quality of work, job knowledge, dependability, attitude, attendance, interpersonal relations.
Traits are measured in no from 0-5
I found that rating is done by only one person and has equal points for each trait .
Rating should be on the weights e.g., attendance 0.5 , leadership 1.5, interpersonal relations. 2 and scores multiplied by the weights
Rating should be done by three persons one by superior other by peer and third by subordinate so that the individual effects on ratings can be reduced.
I found that rating is done by only one person and has equal points for each trait .
Rating should be on the weights e.g., attendance 0.5 , leadership 1.5, interpersonal relations. 2 and scores multiplied by the weights
Rating should be done by three persons one by superior other by peer and third by subordinate so that the individual effects on ratings can be reduced.
From India, Chandigarh
For the annual performance appraisal you may use the 360 appraisal and the feed back given by the superiors subordinates and peers, you can use three different format that are to be filled by the peers, superiors and subordinates and the attention given in the three formates is to be totally different
when i was in a group i used graphical rating system that contains characteristics relating to personality and performance of the employees, intelligence, quality of work, job knowledge, dependability, attitude, attendance, interpersonal relations.
Traits are measured in no from 0-5
I found that rating is done by only one person and has equal points for each trait .
Rating should be on the weights e.g., attendance 0.5 , leadership 1.5, interpersonal relations. 2 and scores multiplied by the weights
Rating should be done by three persons one by superior other by peer and third by subordinate so that the individual effects on ratings can be reduced.
I found that rating is done by only one person and has equal points for each trait .
Rating should be on the weights e.g., attendance 0.5 , leadership 1.5, interpersonal relations. 2 and scores multiplied by the weights
Rating should be done by three persons one by superior other by peer and third by subordinate so that the individual effects on ratings can be reduced.
From India, Chandigarh
HI Thanks a lot for the various type of appraisal formats. I shall definitely try to use the same and amend it according to my requirement. Thank you once again. Regards Julie
From India, Hyderabad
From India, Hyderabad
Hi,
360 degree appraisal may seem like a good option but I think it needs to be designed very carefully. Also If there is a performance pay is linked to the appraisal, it would be a good idea not to use 360 degree appraisal.
Also Most companies like HLL use 360 Degree Feedback for better team building.
Most of the appraisals are done on graphical rating scale for skills, Competencies & Key Performance Areas (These are set at the time of the appraisal for next year)
Tata follows a ten point scale. Marico Follows a 5 point scale. But the problem with the 5 point scale is that most of the appraisers tend to rate people 3 (average) not wanting to be biased.
There are a lot of sample appraisal forms on the net, you can also refer to those before you decide on what tools to use.
Preeti
From United States, Chicago
360 degree appraisal may seem like a good option but I think it needs to be designed very carefully. Also If there is a performance pay is linked to the appraisal, it would be a good idea not to use 360 degree appraisal.
Also Most companies like HLL use 360 Degree Feedback for better team building.
Most of the appraisals are done on graphical rating scale for skills, Competencies & Key Performance Areas (These are set at the time of the appraisal for next year)
Tata follows a ten point scale. Marico Follows a 5 point scale. But the problem with the 5 point scale is that most of the appraisers tend to rate people 3 (average) not wanting to be biased.
There are a lot of sample appraisal forms on the net, you can also refer to those before you decide on what tools to use.
Preeti
From United States, Chicago
HI,
if you are doing this activity for the first time in your company, be ready for grum faces. I would suggest not to take up 360 degree right now, you and your company both are new to this process, so go step by step. Go for a 180 degree process this time. There are some critical things that you need to take care as HR:
1. If there has been no process earlier.. the senior members are used to giving feedback as per their own judgements. Now if you are going to ask them to follow a process, its not going to be welcomed, you need to take them in confidence and make them feel that you are doing just what they used to do just that you are getting it properly documented. The best way is make a form and circulate it as draft amongst the Sr. members who have done some appraisal previously. Ask them to give their opopinions some of these might be really useful to you and they will also feel involved in the process.
2. Always first see what the management is trying to get out from this process when they have asked you to make a form. Be clear of the aims.
3. Be clear of why you have put a questions / point in the form, don't do anything that you are not clear about as to how its useful for your company's and employees development.
4. Add a two page form for the employee to analyse the company, means the employees opopinions concerns / feedbacks etc. about the company and areas like Management , Administration and HR. This makes the employee feel that this is not a one side process and that he has a place to voice his concerns. this also makes the employees / Sr. memembers to take the complete activity very seriously and gegenuinely
5 yes a training session will always help.
6 Dodn't delay the submission of results to the management. If you are a small company its a good idea that the MD or any Director meets every employee before deciding the salary appraisal.
7. Add a page at the end where the superior puts down the future plan for the employee, decides some goals and how they are going to be achieved and what are the training needs of the employee for a better pperformance And some personal recommendations from the Superior.
Once this is successful then and then apply the 360 degree appraisal.
Hope this helps
Regards
Rakhi
From India, Pune
if you are doing this activity for the first time in your company, be ready for grum faces. I would suggest not to take up 360 degree right now, you and your company both are new to this process, so go step by step. Go for a 180 degree process this time. There are some critical things that you need to take care as HR:
1. If there has been no process earlier.. the senior members are used to giving feedback as per their own judgements. Now if you are going to ask them to follow a process, its not going to be welcomed, you need to take them in confidence and make them feel that you are doing just what they used to do just that you are getting it properly documented. The best way is make a form and circulate it as draft amongst the Sr. members who have done some appraisal previously. Ask them to give their opopinions some of these might be really useful to you and they will also feel involved in the process.
2. Always first see what the management is trying to get out from this process when they have asked you to make a form. Be clear of the aims.
3. Be clear of why you have put a questions / point in the form, don't do anything that you are not clear about as to how its useful for your company's and employees development.
4. Add a two page form for the employee to analyse the company, means the employees opopinions concerns / feedbacks etc. about the company and areas like Management , Administration and HR. This makes the employee feel that this is not a one side process and that he has a place to voice his concerns. this also makes the employees / Sr. memembers to take the complete activity very seriously and gegenuinely
5 yes a training session will always help.
6 Dodn't delay the submission of results to the management. If you are a small company its a good idea that the MD or any Director meets every employee before deciding the salary appraisal.
7. Add a page at the end where the superior puts down the future plan for the employee, decides some goals and how they are going to be achieved and what are the training needs of the employee for a better pperformance And some personal recommendations from the Superior.
Once this is successful then and then apply the 360 degree appraisal.
Hope this helps
Regards
Rakhi
From India, Pune
hi
I would like to give the following points in an Performance appraisal system.
(1) Target Vs. Achievements [this includes the quantitative/physical/financial targets/objective set for the employees and achievements thereon]
(2) State the reasons for not meeting the targets or constrain in achieving the target/short fall in the system, and specify it clearly
(3) State the areas where the employee made significant achievements.
(4) Assessment of knowledge/skill and application etc. (this varies from one type of job to another, for example, for an engineering job following are to assessed (not by the employee but by the appraiser):
(A)Intellectual ability -> Creativity, initiative, receptivity, drive, Intelligence
(B) Professional ability -> Theoretical ability, Experimental/Practical ability, Originality, Technical Judgement, power of Expression, General Professional Knowledge, Work Disposal etc.
(C) Managerial Ability -> Judgement, Organising ability, Leadership
(D) Admninistrative Competence -> Administrative Judgement, Understanding states, policies, rules etc; Knowledge of responsibility, Decision making ability,
besides this Personal qualities such as (a) Personality, (BA) integrity (c) conscientiousness, (d) sense of responsibility, (e) self reliances (f) amenability, cohesion, attitude towards superiors as well as colleagues, (g) discipline (h) loyalty etc.
When we get answers to the above points, it will be easy for us to asess an employee. this can be done on a periodical basis. Be it on a quarterly basis or Half yearly or yearly basis.
Assessor can grade the employee based on the above on a ten (10) point scale. The rating can be read as given below
10 means EXCEPTIONALLY BRILLIANT
09 means OUTSTANDING
08 means VERY GOOD
07 means GOOD
06 means Well ABOVE average Standard Person
05 means Good Average Person
04 Average Person
03 insufficient Initiative and capacity for work without constant supervision
02 Indifferent, but just worth retaining
01 Not worth retaining
After assessment, we can put a bench mark to improve the ratings, say at least the persons below the rate '5' should be given a opportunity to improve their performance to that level with in a stipulated period. So that the over all efficiency will improve.
I hope this will be helpful to you.
Bye
Ajay
From Brazil, Maceió
I would like to give the following points in an Performance appraisal system.
(1) Target Vs. Achievements [this includes the quantitative/physical/financial targets/objective set for the employees and achievements thereon]
(2) State the reasons for not meeting the targets or constrain in achieving the target/short fall in the system, and specify it clearly
(3) State the areas where the employee made significant achievements.
(4) Assessment of knowledge/skill and application etc. (this varies from one type of job to another, for example, for an engineering job following are to assessed (not by the employee but by the appraiser):
(A)Intellectual ability -> Creativity, initiative, receptivity, drive, Intelligence
(B) Professional ability -> Theoretical ability, Experimental/Practical ability, Originality, Technical Judgement, power of Expression, General Professional Knowledge, Work Disposal etc.
(C) Managerial Ability -> Judgement, Organising ability, Leadership
(D) Admninistrative Competence -> Administrative Judgement, Understanding states, policies, rules etc; Knowledge of responsibility, Decision making ability,
besides this Personal qualities such as (a) Personality, (BA) integrity (c) conscientiousness, (d) sense of responsibility, (e) self reliances (f) amenability, cohesion, attitude towards superiors as well as colleagues, (g) discipline (h) loyalty etc.
When we get answers to the above points, it will be easy for us to asess an employee. this can be done on a periodical basis. Be it on a quarterly basis or Half yearly or yearly basis.
Assessor can grade the employee based on the above on a ten (10) point scale. The rating can be read as given below
10 means EXCEPTIONALLY BRILLIANT
09 means OUTSTANDING
08 means VERY GOOD
07 means GOOD
06 means Well ABOVE average Standard Person
05 means Good Average Person
04 Average Person
03 insufficient Initiative and capacity for work without constant supervision
02 Indifferent, but just worth retaining
01 Not worth retaining
After assessment, we can put a bench mark to improve the ratings, say at least the persons below the rate '5' should be given a opportunity to improve their performance to that level with in a stipulated period. So that the over all efficiency will improve.
I hope this will be helpful to you.
Bye
Ajay
From Brazil, Maceió
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360 Performance Appraisal Format.doc