Creating a 180-Degree Performance Appraisal Policy for a CA Firm: Your Suggestions Needed

Dear Friends,

I am working with a CA firm, and earlier, there was no formal performance appraisal policy. I have been given the opportunity to develop a simple policy using the 180-degree method. As I am formulating the performance appraisal policy for the CA firm for the very first time, please see the attached draft of the Performance Appraisal policy and provide your valuable suggestions on how I can improve it.

Thank you.

Hi Swati,

It looks good, quite descriptive though. Just curious to know, what is the size of your organization? In case you can tell me... Thanks, it looks fine otherwise...

Dear Swati,

I read it. It's "REALLY A GREAT EFFORT." Well done!

Hey, but since you have to discuss this and help your management understand, why don't you put up a flowchart too to help them understand it much better.

With my experience, I can tell you that whenever I prepare something with whole efforts and present it, they don't read it completely (time is the problem). But whenever I present them the report/policies along with a flowchart, they go through the flowchart first and then they set aside some time to read through the whole document. This has clicked to help them understand the importance of the document.

Correct me if I am wrong, but I feel that along with this document, also present a flowchart to help them see through the message quickly and understand the process and its results!

But - Great Work Swati!

Hi Swati,

The policy is clear and elaborate - good work. Here are some points to follow for giving the policy legality because any future disputes will be settled based on this:

- Ensure that the policy, when finalized, is approved and signed by the HR head/CEO of the company.
- All the forms and formats mentioned should be placed along with the policy as appendices with a clear cross-reference in the policy.

All the best

Thank you to everyone for your suggestions.

Dear Sumit,

My company's strength is around 120 employees, but most of them are trainees. Therefore, the number of employees who come under performance review is around 50. I am currently preparing the policy for them.

Hi Swati,

Nice compilation. However, you must incorporate the following line items:

1. Separate appraisal sheet for every role and department.
2. Rating scale - elaborated explanation defining each rating scale.
3. If an employee leaves the organization, the impact of incentives being linked (variable payout).
4. If a person joins in the middle of the appraisal period, how will they be part of the conventional appraisal process?

Most of the written material (pre-requisite) looks bookish. You don't need to mention SMART, etc.; get rid of it. Generally, it does not serve the purpose. I feel the policy is too generic; make it very specific. Don't base it on typical policies available in the market.

I hope this helps.

Swapna

Dear Swati,

Your Appraisal PDF is quite descriptive and easy to understand. Do follow the points below which I faced and handled during appraisals:

1) Sometimes, few employees are not clear themselves with their KRAs. Take care and be prepared to handle their queries for appraisals.

2) Let the employee be aware of what the appraisal process is and their contribution.

3) You can send an explanatory email on the appraisal process to be followed by an employee before starting your appraisals. This reduces our effort to explain and guide every time.

Thank you.

Hi Swati Saxena,

I can open and read your file. What can I say? It's good. I'm now taking an HR course at Wawasan Open University, JB Center, Malaysia.

Hope we can share information after this. Are you a student or a working professional? :)