I am working with a startup firm and looking for a performance appraisal plan. March 2015 will be the first cycle for our employees. Currently, based on employees' performance, the company has provided a raise in their salary individually within 4 months of their joining. In such a case, a few employees are at a higher pay than the others. How can we plan an appraisal cycle in such a scenario?
Annual Appraisal Based on Joining Date
The management is suggesting having an annual appraisal individually following the employees' date of joining. For example, if an employee joined in August, the appraisal will be in August of the following year for that employee. Similarly, if they joined in November, the appraisal will be in November.
Is this approach correct? Will we keep having appraisal cycles for employees individually throughout the year if we do it this way?
Thank you.
From Canada, Ottawa
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Annual Appraisal Based on Joining Date
The management is suggesting having an annual appraisal individually following the employees' date of joining. For example, if an employee joined in August, the appraisal will be in August of the following year for that employee. Similarly, if they joined in November, the appraisal will be in November.
Is this approach correct? Will we keep having appraisal cycles for employees individually throughout the year if we do it this way?
Thank you.
From Canada, Ottawa
Acknowledge(0)Amend(0)
Performance Appraisal: Key Considerations
Performance appraisal is a crucial aspect of any organization to assess an employee's contributions. Ninety days are often insufficient for an employee to showcase their full potential. Therefore, a thorough performance appraisal should be conducted before the commencement of any financial year or the increment date of the next annual enhancement. For instance, if an employee joins in any month, such as January, it may not be appropriate to provide an increment within a year. However, in sales roles where performance is directly tied to extra sales and commissions, adjustments may be necessary before the year-end. It is advisable to conduct individual performance appraisals for each employee, as mass production may not exhibit variation, unlike other categories where differences are more noticeable.
Types of Performance Appraisal Methods
There are various types/methods of performance appraisal, including Traditional/Modern, Behavior Rating Scale, Assessment Centre, MBO, Psychological Appraisal, 360-Degree Appraisal, Graphic Method, Group Appraisal, Confidential Report (Annual Confidential Report), Ranking Methods, and more. Appraisal methods may vary based on job designations. The questionnaire method can provide a clear picture of the employee's performance.
Key Factors in Performance Appraisal
Key factors in performance appraisal include the ability to plan, delegate, control, and coordinate; decision-making skills; job knowledge; adherence to quality policy; leadership qualities; cost consciousness; effective written and oral communication; resourcefulness for the organization; cooperation; interpersonal relationships with seniors and juniors; willingness to disagree and provide reasoning; initiative; and original thinking.
If you have any suggestions for the best performance appraisal method, feel free to share. Demonstrate your capabilities and good luck in your endeavors.
Best of luck...
From India, Arcot
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175Performance appraisal is a crucial aspect of any organization to assess an employee's contributions. Ninety days are often insufficient for an employee to showcase their full potential. Therefore, a thorough performance appraisal should be conducted before the commencement of any financial year or the increment date of the next annual enhancement. For instance, if an employee joins in any month, such as January, it may not be appropriate to provide an increment within a year. However, in sales roles where performance is directly tied to extra sales and commissions, adjustments may be necessary before the year-end. It is advisable to conduct individual performance appraisals for each employee, as mass production may not exhibit variation, unlike other categories where differences are more noticeable.
Types of Performance Appraisal Methods
There are various types/methods of performance appraisal, including Traditional/Modern, Behavior Rating Scale, Assessment Centre, MBO, Psychological Appraisal, 360-Degree Appraisal, Graphic Method, Group Appraisal, Confidential Report (Annual Confidential Report), Ranking Methods, and more. Appraisal methods may vary based on job designations. The questionnaire method can provide a clear picture of the employee's performance.
Key Factors in Performance Appraisal
Key factors in performance appraisal include the ability to plan, delegate, control, and coordinate; decision-making skills; job knowledge; adherence to quality policy; leadership qualities; cost consciousness; effective written and oral communication; resourcefulness for the organization; cooperation; interpersonal relationships with seniors and juniors; willingness to disagree and provide reasoning; initiative; and original thinking.
If you have any suggestions for the best performance appraisal method, feel free to share. Demonstrate your capabilities and good luck in your endeavors.
Best of luck...
From India, Arcot
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Performance Appraisal Form for Staff.doc