Should We Conduct a Performance Appraisal for an Employee Serving Notice Period?

Our company is a software company, and one of our employees has resigned from their position and is currently serving their notice period. We are in the process of conducting the employee performance appraisal program. Is she eligible for a performance appraisal? Do we need to evaluate her performance and consider giving her a salary hike?

She resigned from her position on February 24, 2012, and is scheduled to be relieved on March 24, 2012.

Regards,
Sri.

Since she has resigned and is serving her notice period, there is no need for a salary hike. While there is also no need for a performance evaluation, I would encourage you to conduct one and share the results with her. This way, she can leverage her strengths and work on areas of weakness to become a better person and a more productive employee. I am very sure she will appreciate your effort.

Regards,
Autumn Jane

As advised by Autumn Jane, the appraisal for an employee in the notice period is not required. The purpose of an appraisal is to motivate the employee to perform well in the future. If an employee is resigning, they do not need motivation.

In this phase, the motivation required for the employee in the notice period is a smooth clearance without any hurdles, which can be facilitated by the HR Department. Issue the clearance certificate, let them complete the procedure, and then arrange to issue the experience letter/Service Certificate and Full & Final Settlement, whatever they are entitled to. Further, upon receipt of Transfer/Withdrawal of PF amount, please forward the same with your signature, stamp, Form 5, and 10 details without any undue delay.

Even though she has resigned, normally the PMS rating has to be given to all the employees who have served in the organization for the year and until the appraisal month. Also, the PMS will have a cut-off date for the employees who are eligible for the appraisal, probably in January or February. Her name will also reflect in the appraisal list. So, ask her to do her self-appraisal and leave the organization.

Now, if the company is using any bell curve or rating scale, show all the resigned/terminated employees who belong to the appraisal list the least scale/least score. She will not get any salary hike. Therefore, the benefit will go to the employees who are still working in the organization, and they will get a good hike.

Conduct an unbiased exit interview since most people change jobs after receiving the appraisal results.

Regards.

Subject: Re: Performance Appraisal of Resigned Employee

According to me, a performance appraisal for an employee on a notice period is not required, but an exit interview is a must.

Regards,
Satish B

There are two key points to consider in this situation:

1. Even though she has resigned, she is still on duty and performing, correct? An appraisal is typically conducted based on past performance. It is essential to have records of her work during this period.

2. If she is due for an increment/increase as per the time scale and you intend to provide it, conducting an appraisal becomes necessary. Failing to provide the increase when due might lead to disputes or demands from the employee. Completing the appraisal can serve as documentation for this purpose.

It is advisable to complete the appraisal process, noting her resignation and last working day. The performance appraisal document can be useful for decision-making regarding any increase. Prepare the appraisal diligently, allowing higher-ups to make decisions regarding increments. By doing so, you fulfill your responsibilities effectively.

Regards,
Kumar S.

All the above comments are based on the point of view of the employer. I would also like to point out that organizations should also think of the benefit of employees. One may resign from a particular job for many reasons. PA is time-based. The employee may wish to complete his/her tasks in an orderly manner so that the next person in their present position could continue without any major issues. [This is what QMS teaches us].

Furthermore, a good appraisal and eligibility for a raise could help the employee to impress the next employer who may wish to get a reference.

I was retrenched. Even after the retrenchment date, I visited the office and completed the tasks I was doing for my self-satisfaction. Two months later, I was offered a job by the same organization when they secured a project.

Regards, Mohamed

If she wants to continue the job in the organization, the reason for leaving is only salary or promotion. So, you should think about it if she is eligible for that. However, if she is not eligible for those, don't take this type of action because this conflict will increase in the company.
Regards.

The performance appraisal should be done during the notice period as well because, in some companies, there is a performance-linked bonus included as part of the salary. To calculate this amount, we should conduct the appraisal for the last year. Moreover, there is no harm in proceeding with this evaluation. Please go ahead without any further discussion.

Regards.

She has been a member of a team of people working on a particular task. Normally, IT-PMS is designed with the main focus on team achievements rather than individuals. Since she added color to that task, her contributions should also be considered. How can you deny her role and her right to claim a salary hike? Who knows, this hiked salary certificate can help her to progress in her career ladder.

I request all my fellow HR practitioners to please treat an outgoing employee as your colleague until their last day with you. Never treat them as a foe once they submit their resignation. There may be many reasons for their decision to resign. Don't hurt them at the time of their departure; send them off with pleasing and memorable memories.

Regards,
S. Sethupathy Excellent HR Services.

I feel she will get an appraisal hike if the performance appraisal is due. If she resigns before the scheduled performance appraisal date and it is approved accordingly, then there is no problem. However, if she resigns after the scheduled date of the performance appraisal, then it's a problem. On that occasion, you can express it differently in the eye of the law.

Regards,
Nizamul

The appraisal for a resigned employee serving the notice period depends on the company policy. If your company's policy is silent on the appraisal of resigned employees, then I agree with Shenbagarajan's suggestion of conducting a self-appraisal. Keep the appraisal with you and use it for bell curve normalization by giving the least rating.

Regards,
Sridhar B G

Eligible or not, the experts have already answered. There is no harm in calculating the hike and letting the person know what he/she has missed (may not be in writing). The objective should be to have a fair evaluation and professional dealings.

Cheers!

Quarterly Bonus for Departing Employees

I think the quarterly bonus (as applicable) should be paid to the employee even if he/she leaves the organization.