Annual Performance Reviews After 20 Years: How Should We Implement Them and What Are the Pros and Cons?

Annual Performance Review Implementation

Respected sirs, this question is about the annual performance review. This system was not followed by operators for the past 20 years. Now, the management wants to implement this system. How should we go about this, and what are the pros and cons of this implementation?

Introduction to the Annual Performance Review for Operators

To introduce the Annual Performance Review for the operators, we need to know: is it going to be a confidential process, a partly open process, or a fully open process? The approach and the pros/cons will largely depend on the process you choose. Therefore, clarify that and provide basic data like the numerical strength, grade-wise distribution, and the linkage of the review for purposes such as promotion, increment, transfer, and career growth.

As it is an old organization, and if there is a union, it is essential to have a clear understanding with the union about the purpose. If there is no union, it is still essential to communicate with the employees as a group.

Performance Management System at the Operator Level

For the Performance Management System (PMS) at the operator level, Key Result Areas (KRA) and Key Performance Indicators (KPI) are probably common for all. A few examples may include late arrivals/early departures, status of leaves taken - frequency/organization, productivity norms and individual achievements, behavior and attitude, adherence to safety norms, rejection percentage (quality consciousness), etc.

Before implementation, the objectives should be clear to the management team, and the same must be properly communicated to the operators. Based on the current organizational culture, the management has to make a decision before implementation.

S K Bandyopadhyay (WB, Howrah)