Dear sir/madam
Greetings!!
In order to assess performance of the individual, the roles need to be clearly marked out. In the organization that you are working in, I am sure that you may have a detailed role directory. Keeping this role directory in mind, you may design department specific forms or a detailed generic form that can be moulded to different departments. Also, Suresh has already provided an excellent suggestion by mentioning the steps that you may need to take. The main components of any good appraisal form are as follows:
1. Details of the name, department, designation and date of joining.
2. KPAs/KRAs
3. Key Activities
4. Key performance Indiciators
5. Space for feedback on the six-monthly performance review discussion
6. Space for writing feedback on the yearly performance review discussion
7. Space for providing ratings
8. A separate page for tracking monthly performance (this is specially for sales)
9. A short write-up on the method of assessing candidates and a clearly defined rating scale
Depending on the maturity and level of the persons for whom appraisals are to be conducted, you may or may not keep a provision for self-appraisal.
In order to get a greater insight into PMS, please read the book on PMS by Prof. T V Rao. It not only provides an in-depth detail on the theory of PMS, it also provides a lot of clarity on how a good PMS can provide wonderful benefits for the organization.
Please feel free to write to me [Login to view] for any further clarifications
Warm regards
Avinash