How Can We Link Process Adherence to Performance Appraisals and Categorize Deviations?

Dear Friends, I am working in an organization in Quality Assurance. As we see, there is no adherence to processes despite educating the employees. Therefore, we have planned to map the process adherence to the performance appraisal.

Categorizing Process Deviations

I would like to categorize the process deviations as Minor/Major/Critical and map them to the performance appraisal. This may result in a negative outcome when there are a high number of minor, major, and critical deviations.

Please help to set up this and differentiate the deviations as Minor/Major/Critical.

Thanks & Regards,
Vinod

Dear Vinod, In my opinion, you should review the performance ratings of employees over the last three years. By analyzing these ratings, you can distinguish the major key performers from the major non-key performers. Similarly, this process can help identify minor and critical performers as well as non-performers. After identifying these groups, you can provide training for non-performers, support and motivate employees receiving average ratings, and assign new projects to high performers.

Thank you.

Thank you for the response. We have just started the Performance Appraisal system, so there are no records of ratings for the employees. I have begun the regular weekly audit, and Process Deviation Reports are being maintained. We have found that there are many deviations from the QMS processes being followed. Therefore, we have decided to categorize the activities the teams perform into critical/major/minor, and the number of critical errors committed by an individual will result in a negative rating on their performance.

Thanks & Regards,

Vinod