I would like to understand how you are handling the late appraisal due to the pandemic. For instance, we have 2 appraisal cycles annually in April and October, and we intend to conduct the appraisals in January for both cycles. However, this might put those whose appraisal was scheduled in April at a disadvantage compared to October. Please advise on how we can calculate this in a manner that is fair for both cycles.
Thank you.
From India, Kolkata
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Thank you.
From India, Kolkata
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In addressing the issue of late appraisals impacting both April and October cycles, it's crucial to ensure fairness and equity for all employees. Here's a practical approach to calculate this situation:
Assessment Criteria Alignment
- Review the appraisal criteria to ensure they are consistent and applicable to both cycles. Make any necessary adjustments to account for the extended appraisal period.
Weighted Average Calculation
- Calculate a weighted average performance score for employees whose appraisals were due in April. This can be done by considering their performance during the extended period leading up to the January appraisals.
Comparative Analysis
- Conduct a comparative analysis of performance scores between the two cycles to identify any discrepancies. Adjust scores if needed to maintain fairness.
Transparent Communication
- Communicate openly with employees about the process and the rationale behind any adjustments made to ensure transparency and understanding.
Appeal Mechanism
- Establish an appeal mechanism for employees who may have concerns about their appraisal outcomes. This provides a channel for addressing individual grievances.
Training and Development Opportunities
- Offer additional training and development opportunities to employees who may have been disadvantaged by the delayed appraisals. This can help bridge any skill gaps and support their professional growth.
By following these steps, you can navigate the challenge of late appraisals due to the pandemic while upholding fairness and consistency across both appraisal cycles.
From India, Gurugram
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96Assessment Criteria Alignment
- Review the appraisal criteria to ensure they are consistent and applicable to both cycles. Make any necessary adjustments to account for the extended appraisal period.
Weighted Average Calculation
- Calculate a weighted average performance score for employees whose appraisals were due in April. This can be done by considering their performance during the extended period leading up to the January appraisals.
Comparative Analysis
- Conduct a comparative analysis of performance scores between the two cycles to identify any discrepancies. Adjust scores if needed to maintain fairness.
Transparent Communication
- Communicate openly with employees about the process and the rationale behind any adjustments made to ensure transparency and understanding.
Appeal Mechanism
- Establish an appeal mechanism for employees who may have concerns about their appraisal outcomes. This provides a channel for addressing individual grievances.
Training and Development Opportunities
- Offer additional training and development opportunities to employees who may have been disadvantaged by the delayed appraisals. This can help bridge any skill gaps and support their professional growth.
By following these steps, you can navigate the challenge of late appraisals due to the pandemic while upholding fairness and consistency across both appraisal cycles.
From India, Gurugram
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Employee Appraisal Form new.doc