Performance Appraisal Process
Please guide us on how the performance appraisal process is initiated each year. Provide detailed information not about the process itself, but about how the process is carried out. Who will approve the appraisal format, and why is self-appraisal considered even though the finalization is done by others? After self-appraisal, how is it further carried out?
Please clarify this for us seniors.
Thank you.
From India, Bangalore
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1Please guide us on how the performance appraisal process is initiated each year. Provide detailed information not about the process itself, but about how the process is carried out. Who will approve the appraisal format, and why is self-appraisal considered even though the finalization is done by others? After self-appraisal, how is it further carried out?
Please clarify this for us seniors.
Thank you.
From India, Bangalore
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I will tell you how it is normally done in banks. This is an annual exercise where every officer is required to fill out the proforma of Performance Appraisal, highlighting their achievements during the year, and submit it to their higher authority (Reporting Authority) within a specified date. The Reporting Authority will review the performance of their subordinate in light of their submission and their own observation/assessment of the work done by their subordinate during the year. With appropriate comments/remarks, they will send it to their higher authority (Review Authority) for final evaluation.
The purpose of PA is not only to evaluate the performance of an employee but also to inform them about areas where they are lacking, where they are doing well, where they can improve, etc. It provides feedback on how others view and evaluate their performance. It helps the management to understand the performance of an employee, how well they are progressing, and what areas require improvement. It also helps the employee because they come to know where they are weak and how they can improve their performance further.
You can contact a branch manager of a bank through a letter from your company and, if possible, get a copy of the proforma of the P.A. However, whether a bank will provide it, I have my doubts. A lot of thinking, deliberation, and discussion would have gone into the preparation of a comprehensive P.A. Over the years, they have standardized the P.A. It is a useful management tool.
Nowadays, 360-degree performance appraisal has become popular, but I am not sure how many companies have implemented this.
Regards,
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
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The purpose of PA is not only to evaluate the performance of an employee but also to inform them about areas where they are lacking, where they are doing well, where they can improve, etc. It provides feedback on how others view and evaluate their performance. It helps the management to understand the performance of an employee, how well they are progressing, and what areas require improvement. It also helps the employee because they come to know where they are weak and how they can improve their performance further.
You can contact a branch manager of a bank through a letter from your company and, if possible, get a copy of the proforma of the P.A. However, whether a bank will provide it, I have my doubts. A lot of thinking, deliberation, and discussion would have gone into the preparation of a comprehensive P.A. Over the years, they have standardized the P.A. It is a useful management tool.
Nowadays, 360-degree performance appraisal has become popular, but I am not sure how many companies have implemented this.
Regards,
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
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Dear Subramanyam, I thank you for initiating the discussion. I felt a good clarity.
Appraisal Format Drafting
Please tell me, while drafting the format for appraisal, do they draft self-appraisal and appraisal carried out by the superior individually? If yes, how will both be framed for the final output? Or can I say self-appraisal will be done just to check how much employees are aware of themselves, and the final opinion will be provided by the superior.
Please give me buzzzzzzzzz.........
Regards
From India, Bangalore
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Appraisal Format Drafting
Please tell me, while drafting the format for appraisal, do they draft self-appraisal and appraisal carried out by the superior individually? If yes, how will both be framed for the final output? Or can I say self-appraisal will be done just to check how much employees are aware of themselves, and the final opinion will be provided by the superior.
Please give me buzzzzzzzzz.........
Regards
From India, Bangalore
Acknowledge(0)Amend(0)
Performance Appraisal Process in Banks
I have seen the format of performance appraisal in a bank where I was working. It consists of a form where the employee conducts a self-appraisal, highlighting personal achievements and contributions to the organization's growth and development. This is appraised by the reporting authority, who is the employee's immediate boss. Then, it is sent to the reviewing authority, whose evaluation is final.
The reporting authority is supposed to discuss any shortcomings with the employee and provide an opportunity for improvement in areas of deficiency. However, in 95% of cases in most banks, the reporting authority rarely discusses these shortcomings with the employee and instead sends the appraisal to a higher authority without discussion for final evaluation. The final authority is often so busy that they accept the evaluation from their junior without further investigation. Though the system is good, it is misused by many.
One appraisal form contains 3 to 4 pages for self-appraisal, which will be reviewed by the immediate boss and then further evaluated by another higher authority, whose marks are final.
Regards,
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
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I have seen the format of performance appraisal in a bank where I was working. It consists of a form where the employee conducts a self-appraisal, highlighting personal achievements and contributions to the organization's growth and development. This is appraised by the reporting authority, who is the employee's immediate boss. Then, it is sent to the reviewing authority, whose evaluation is final.
The reporting authority is supposed to discuss any shortcomings with the employee and provide an opportunity for improvement in areas of deficiency. However, in 95% of cases in most banks, the reporting authority rarely discusses these shortcomings with the employee and instead sends the appraisal to a higher authority without discussion for final evaluation. The final authority is often so busy that they accept the evaluation from their junior without further investigation. Though the system is good, it is misused by many.
One appraisal form contains 3 to 4 pages for self-appraisal, which will be reviewed by the immediate boss and then further evaluated by another higher authority, whose marks are final.
Regards,
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
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Performance Appraisal Form for Staff.doc