Implementation of annual performance review - how to go about this and what are the pros and cons?

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 to go about this and what are the pros and cons of this implementation.

To introduce the Annual Performance Review for the Operators, we need to know, is it going to be a confidential process or partly open or fully open process. The how and pros/cons would much depend on the process you are going to have. So, clarify that and the basic data like the numerical strength, grade-wise distribution, linkage of the review for purposes like promotion, increment, transfer, career growth etc.

As it is old organization and if there is union, it is essential to have clear understanding with union about the purpose. If no union, then also it is essential to communicate the employees in group.

For PMS at operator level KRA/KPI probably common for all. Few examples may be late coming/early going, leave taken status - frequently/ organized way, Productivity norms and achievement by the individual, Behavior and attitude, Following of safety norms, Rejection % ( quality consciousness) etc.

Before implementation the objective should be clear to management team and the same must be communicated to the operators properly. Based on present organization culture, the management has to take a call before implementation.

S K Bandyopadhyay ( WB, Howrah)