Performance Appraisal Process
The process can be as follows:
- Get an appropriate format for the review/appraisal form. You can have a self-review section for all employees. In that case, send the review form to all employees, asking them to fill in the section entitled for self-appraisal. Give them a deadline by which all review forms should reach you or their Team Leads/Project Managers back.
- Once this is done, ask the team leads/project managers to fill in the section entitled for Team Lead/PM review and send them back to you.
- Once this is done, you can calculate the marks obtained by each employee (as given by their TL/PMs).
- After this, there can be a one-to-one session of each TL with their subordinate, where the marks, responsibilities, and action plan can be discussed, and all doubts cleared.
- Now you can have a grading scale indicating what percentage of marks shall be rewarded for what percentage appraisal on the existing CTC (you need to get approval from top management for this). Accordingly, the hikes for each employee can be decided.
Note: While the TLs mark their team members, they should always keep in mind the subordinates' previous performances since the last appraisal and then mark. Many times, only the recent good work/bad work is considered, and the person is marked accordingly. You will always have employees who will not be satisfied with their appraisals. You need to tackle them on a case-to-case basis.
As far as the format is concerned, as I said, it can have a self-review section, TL/PM review section, a section for comments for each employee and TL, and their signatures showing their consent to the whole process.
Thanks,
Peonka