Dear all,
My replies to the previous posts are as below:
@KVDP_69: - You need to improvise the procedure. In the right context, filling the blank KRA is fine. However, weights have to be decided immediately. What is there to keep confidential in weights? Secondly, rating has to be done in numbers. Lastly, appraisal also has to be done in front of junior. Doing rating confidentially is Government style and it does not motivate the junior.
Please make a note that performance appraisal is not just for individual. It is a major tool of organisational development as well.
@SANKAR R: - You have corroborated what I have said however, you say that "Weightage for KRA should be agreed by appraisee and appraiser". What if both of them do not agree? Manager must have overriding powers. What is the use of being manager if he/she is placed on equal footing with the subordinate?
@MASHIKAKA: - In addition to QCDPS, you need to add "Quantity" and "Customer Satisfaction" as well. Though these are linked with quality and delivery, these attributes need to be mentioned explicitly. Secondly, how will you measure "problem solving" and "special task".
Last comments: - Any KRA, if it is not SMART (Specific, Measurable, Attainable, Realistic and Time bound) is not KRA.
Thanks,
DVD