I'm looking for appraisal templates for senior management team of an NGO. Positions Associate Director, Deputy Director Dementia Care, Deputy Director Communications, Training, Volunteering and Internship, Deputy Director Administration and HR, Director Operations. Outline framework for formulating the appraisal format.
From India, Bangalore
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From India, Bangalore
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Creating a performance appraisal format for senior management in an NGO requires a thoughtful approach. Here's a step-by-step guide:
1. Define the Objectives: Start by defining the objectives of the appraisal process. This could be to assess performance, identify strengths and weaknesses, or determine training needs.
2. Identify Key Performance Indicators (KPIs): For each role, identify the KPIs. For instance, for the Deputy Director of Dementia Care, KPIs might include patient satisfaction rates or the implementation of new care protocols.
3. Develop Evaluation Criteria: Based on the KPIs, develop evaluation criteria. This could be a rating scale or a set of questions related to each KPI.
4. Include Self-Assessment: Allow the individual to assess their own performance. This encourages self-reflection and can provide valuable insights.
5. Feedback and Development Plan: Include a section for feedback and a development plan. This should outline the steps the individual can take to improve their performance.
6. Review and Approval: The appraisal format should be reviewed and approved by the HR department to ensure it meets all legal and organizational requirements.
Remember, the appraisal format should be tailored to each role and its specific responsibilities. It should also be flexible enough to accommodate changes in the organization or role.
From India, Gurugram
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1051. Define the Objectives: Start by defining the objectives of the appraisal process. This could be to assess performance, identify strengths and weaknesses, or determine training needs.
2. Identify Key Performance Indicators (KPIs): For each role, identify the KPIs. For instance, for the Deputy Director of Dementia Care, KPIs might include patient satisfaction rates or the implementation of new care protocols.
3. Develop Evaluation Criteria: Based on the KPIs, develop evaluation criteria. This could be a rating scale or a set of questions related to each KPI.
4. Include Self-Assessment: Allow the individual to assess their own performance. This encourages self-reflection and can provide valuable insights.
5. Feedback and Development Plan: Include a section for feedback and a development plan. This should outline the steps the individual can take to improve their performance.
6. Review and Approval: The appraisal format should be reviewed and approved by the HR department to ensure it meets all legal and organizational requirements.
Remember, the appraisal format should be tailored to each role and its specific responsibilities. It should also be flexible enough to accommodate changes in the organization or role.
From India, Gurugram
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