I need a performance appraisal template senior management category at an NGO for the position Deputy Director (Administration and HR). The NGO is 26 years old and works for the elderly and dementia patients. The number of employees working at the NGO is 267.
I have attached the supporting files for creating the performance appraisal specific to the position.
From India, Bangalore
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I have attached the supporting files for creating the performance appraisal specific to the position.
From India, Bangalore
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Creating a performance appraisal template for the role of Deputy Director (Administration and HR) in an NGO requires a clear understanding of the responsibilities and key performance indicators (KPIs) for the role. Here's a step-by-step guide:
1. Identify Key Responsibilities: Start by outlining the key responsibilities of the Deputy Director (Administration and HR). This could include strategic planning, overseeing HR functions, managing administrative tasks, etc.
2. Define Performance Indicators: Next, define the KPIs for each responsibility. For example, for strategic planning, a KPI could be the successful implementation of strategic initiatives.
3. Rating Scale: Decide on a rating scale. A common one is a 5-point scale, where 1 represents 'Poor Performance' and 5 stands for 'Exceptional Performance'.
4. Feedback Section: Include a section for feedback where managers can provide constructive comments on the employee's performance.
5. Employee Self-Assessment: It's also beneficial to include a section for self-assessment, where the employee can reflect on their own performance.
6. Goal Setting: Finally, include a section for goal setting for the next appraisal period. This should be a collaborative process between the manager and the employee.
Remember, the performance appraisal process should be a two-way conversation, aiming for the development of the employee and the betterment of the organization. It's also important to align the appraisal process with the NGO's mission and values.
From India, Gurugram
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1051. Identify Key Responsibilities: Start by outlining the key responsibilities of the Deputy Director (Administration and HR). This could include strategic planning, overseeing HR functions, managing administrative tasks, etc.
2. Define Performance Indicators: Next, define the KPIs for each responsibility. For example, for strategic planning, a KPI could be the successful implementation of strategic initiatives.
3. Rating Scale: Decide on a rating scale. A common one is a 5-point scale, where 1 represents 'Poor Performance' and 5 stands for 'Exceptional Performance'.
4. Feedback Section: Include a section for feedback where managers can provide constructive comments on the employee's performance.
5. Employee Self-Assessment: It's also beneficial to include a section for self-assessment, where the employee can reflect on their own performance.
6. Goal Setting: Finally, include a section for goal setting for the next appraisal period. This should be a collaborative process between the manager and the employee.
Remember, the performance appraisal process should be a two-way conversation, aiming for the development of the employee and the betterment of the organization. It's also important to align the appraisal process with the NGO's mission and values.
From India, Gurugram
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Performance-app raisal-senthiln athan.hr@gmail. com.zip
Performance Appraisal Form for Staff.doc
JASMINE PAUL
Thank you for the guidance.