An employee was confirmed as staff in November, and our annual appraisal for the previous year is conducted in January of the following year. Should such a staff member have to go through the annual appraisal given that she just went through a probationary appraisal (two months ago) that led to the confirmation of her employment?
Many thanks in advance for your response.
From Nigeria, undefined
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1Many thanks in advance for your response.
From Nigeria, undefined
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No, you need not subject her again to the PA in the given situation. Are annual increments a consequence of PA? Is the said employee eligible for an "Annual Increment" like everyone else? Is there a policy on the subject? In the absence of a policy, no appraisal nor an increment would be in order.
But, is she given any rise on confirmation? If not, what was her probation period? If the probation period was greater than six months and no increment was given upon confirmation, then I suggest you do consider her for an increment even without an appraisal this time. If, however, an increment was granted upon confirmation, then you may skip the appraisal and also the increment this time.
Are we clear on the subject, please?
Regards,
Samvedan
January 23, 2015
From India, Pune
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But, is she given any rise on confirmation? If not, what was her probation period? If the probation period was greater than six months and no increment was given upon confirmation, then I suggest you do consider her for an increment even without an appraisal this time. If, however, an increment was granted upon confirmation, then you may skip the appraisal and also the increment this time.
Are we clear on the subject, please?
Regards,
Samvedan
January 23, 2015
From India, Pune
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Considerations for Employee Confirmation and Appraisal
While confirming an employee, ensure there are no adverse entries against them. However, if an adverse entry is made during the annual appraisal, the employee should be given an opportunity to explain.
In the present case, there is a two-month gap after confirmation. During this period, there is a possibility of adverse performance issues arising. While such incidents may not be prolonged, they could occur on any day. Therefore, it is advisable to conduct an updated appraisal to account for the two-month gap. Although the annual appraisal covers a one-year period, it is essential to address the additional two months.
Thanks and regards,
Sushil
From India, New Delhi
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While confirming an employee, ensure there are no adverse entries against them. However, if an adverse entry is made during the annual appraisal, the employee should be given an opportunity to explain.
In the present case, there is a two-month gap after confirmation. During this period, there is a possibility of adverse performance issues arising. While such incidents may not be prolonged, they could occur on any day. Therefore, it is advisable to conduct an updated appraisal to account for the two-month gap. Although the annual appraisal covers a one-year period, it is essential to address the additional two months.
Thanks and regards,
Sushil
From India, New Delhi
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Please refer to the HR policy/Service Rules and Regulations mentioned in the appointment letter issued to this employee. It is the duty of the employer to ensure appraisals are initiated and completed well in advance for confirmation of service and annual appraisal.
The appraisal that was conducted before the completion of the Probation Period was to ascertain whether the employee is fit to be absorbed into permanent employment. The next one in January is the annual appraisal, and as per it, increments, etc., are to be awarded. This should be conducted.
Thank you.
From India, Chandigarh
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The appraisal that was conducted before the completion of the Probation Period was to ascertain whether the employee is fit to be absorbed into permanent employment. The next one in January is the annual appraisal, and as per it, increments, etc., are to be awarded. This should be conducted.
Thank you.
From India, Chandigarh
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Improving Employee Performance Through Appraisal And Coaching.pdf
Annual Employee Performance Record.doc