Dear all, Ihave joined an IT company and i have to design a performance appraisal format for it. I really look forward for your help regarding this. Regards, Yamini.
From India, Gurgaon
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From India, Gurgaon
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Hi Yamini,
This is Priya. I've newly joined in citehr. I just wish to give an idea about the format for performance appraisal. Basically, the appraisal can be done based on two things: one is performance-based and another is behavioral-based. One can write down the different traits below these two headings which they wish to appraise. An example format:
PERFORMANCE FACTORS:
1. COMPETENCY
2. TASK ACHIEVEMENT
3. DECISION MAKING
4. COMMUNICATION
BEHAVIORAL FACTORS:
1. INTEGRITY
2. LOYALTY
3. INTERPERSONAL RELATIONS
4. CO-OPERATION
5. TEAM BUILDING
One can allot points for each trait and can appraise an appraisee by either giving a grade or points as such. Suggestions regarding any training if necessary can be given after completing the appraisal. Information regarding any rewards can be added.
Regards,
Priya
From India, Madras
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This is Priya. I've newly joined in citehr. I just wish to give an idea about the format for performance appraisal. Basically, the appraisal can be done based on two things: one is performance-based and another is behavioral-based. One can write down the different traits below these two headings which they wish to appraise. An example format:
PERFORMANCE FACTORS:
1. COMPETENCY
2. TASK ACHIEVEMENT
3. DECISION MAKING
4. COMMUNICATION
BEHAVIORAL FACTORS:
1. INTEGRITY
2. LOYALTY
3. INTERPERSONAL RELATIONS
4. CO-OPERATION
5. TEAM BUILDING
One can allot points for each trait and can appraise an appraisee by either giving a grade or points as such. Suggestions regarding any training if necessary can be given after completing the appraisal. Information regarding any rewards can be added.
Regards,
Priya
From India, Madras
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Thanks to Priya for providing valuable pointers. However, to enhance the objectivity of the process, it would be beneficial to elaborate on the meaning of these concepts. For instance, what defines Competency and how can it be measured? Additionally, providing descriptors ranging from highly satisfactory to not satisfactory would aid in grading competency. Creating an assessment or grading grid could assist assessors in this regard.
For further insights, you may find the following resources helpful:
- [Assessment of physician performance in Alberta: the Physician Achievement Review -- Hall et al. 161 (1): 52 -- Canadian Medical Association Journal](http://www.cmaj.ca/cgi/content/full/161/1/52)
- [Assessment of physician performance in Alberta: the Physician Achievement Review -- Hall et al. 161 (1): 52 -- Canadian Medical Association Journal](http://www.cmaj.ca/cgi/content/full/161/1/52/T228)
- [Career Development Guidelines for Marketing](http://www.career-dev-guidelines.org/career_dev/CD/English/Mkting/ME4.pdf)
Wishing you the best of luck.
Narasimhan
From United Kingdom
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1639For further insights, you may find the following resources helpful:
- [Assessment of physician performance in Alberta: the Physician Achievement Review -- Hall et al. 161 (1): 52 -- Canadian Medical Association Journal](http://www.cmaj.ca/cgi/content/full/161/1/52)
- [Assessment of physician performance in Alberta: the Physician Achievement Review -- Hall et al. 161 (1): 52 -- Canadian Medical Association Journal](http://www.cmaj.ca/cgi/content/full/161/1/52/T228)
- [Career Development Guidelines for Marketing](http://www.career-dev-guidelines.org/career_dev/CD/English/Mkting/ME4.pdf)
Wishing you the best of luck.
Narasimhan
From United Kingdom
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Hi Yamini,
I am working with one of the leading software as well as product-based companies as an Executive - HR. In our company, we simply do this by applying a grading system. You have to assign a grade for different things like:
- Quality
- Productivity
- Job Knowledge
- Problem-Solving Skills
- Employee Communication
- Feedback from his or her Team Lead or PM
- Personal Effectiveness
1. Time management.
2. Initiative & timely escalation.
3. Tools & Technology
4. Systematicness & consistency
5. Flexibility
These are a few things we consider at the time of appraisal.
Thanks & regards,
Vikas
From India, Pune
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I am working with one of the leading software as well as product-based companies as an Executive - HR. In our company, we simply do this by applying a grading system. You have to assign a grade for different things like:
- Quality
- Productivity
- Job Knowledge
- Problem-Solving Skills
- Employee Communication
- Feedback from his or her Team Lead or PM
- Personal Effectiveness
1. Time management.
2. Initiative & timely escalation.
3. Tools & Technology
4. Systematicness & consistency
5. Flexibility
These are a few things we consider at the time of appraisal.
Thanks & regards,
Vikas
From India, Pune
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Hi Yamini,
I recently designed a performance appraisal form for my company. However, I've designed it according to our company's needs and with the help of all senior technical guys. I am attaching the sheet. Just get back in case something is not clear.
Thanks,
Jasmine
From United States, New York
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I recently designed a performance appraisal form for my company. However, I've designed it according to our company's needs and with the help of all senior technical guys. I am attaching the sheet. Just get back in case something is not clear.
Thanks,
Jasmine
From United States, New York
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360 Performance Appraisal Format.doc