How Should I Handle Performance Appraisals for Employees Who Switch Departments?

Dear All, I have a query regarding performance appraisal in my current organization. Last year, in 2010, the individual was managing the Technical department. However, starting from February 2011, this person began overseeing the Project department.

Performance Appraisal Guidance Needed

I am seeking advice on how to conduct the appraisal for such individuals. Should I appraise based on Technical Key Result Areas (KRAs) or on Project KRAs?

Please share your insights on the above matter.

Regards, Milan

Please clarify the below questions:

1. Why has the person been assigned to handle the Project Department?
2. What was the reason for this change?
3. Is this an additional role for him?

Regards,
Anurag Jain

He is being shifted to the Project department. It was an internal transfer as we have a requirement in the project department. This is not an additional role; it involves completely different responsibilities. However, the other person from the technical department is currently undergoing training. This person was also handling a technical role until May 2011.

Regards,
Milan

You can conduct performance appraisals based on ProData. The performance appraisal Key Result Areas (KRA) will include both the Project Department and the Technical Department.

Thank you.

Regards

As per the situation described, we can proceed as follows:

1. Both KRAs shall be taken into account while reviewing the performance.
2. I also agree with Mr. Barathi to "conduct performance appraisal on a pro data basis."
3. It appears that the role has been extended, possibly due to his competencies or other factors being considered. Therefore, this fact should also be given due weightage.

Regards,
Anurag Jain
E: [Email Removed For Privacy Reasons]

The ideal way could be to conduct two separate appraisal reviews to get ratings independently for each of the two roles. After this, finalize the annual rating by calculating a weighted average of the two scores, taking into account the tenure spent in each role.

Regards,
Lloyd.

If the appraisal period is from April to March, then you can conduct the appraisal pertaining to the Technical department only. This is because individuals cannot accomplish anything remarkable within two months, i.e., February and March.

Regards,
Palani

You can work on Bharathi's advice, as you can neither ignore two months of the employee's performance in the project department, nor is it advisable to conduct a separate appraisal solely for the two months in addition to the ten months of his performance appraisal in the technical department.

Generally, the appraisal will be done based on his performance in Key Result Areas (KRAs). In this case, he worked for almost a year and less than two months in the technical department. As HR professionals, we need to consider his review of KRAs in the technical department. Currently, he is working in the project department and handling additional responsibilities, which will contribute to his performance advancement.

Thank you.

I would like to have ideas on performance techniques and how to implement them. I kindly request you to send me any information about performance appraisal techniques.

Best regards,
TESFAYE ESHETIE

You have to appraise both abilities—how strong he is technically as well as in managing the project. If he is good in project management, like controlling, coordination with subordinates and customers, cost management, how good he is in solving technical issues, technical discussions, and his ability in completing projects on time.