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GATHERING PERFORMANCE INFORMATION
Appraisal forms are the key instruments used to measure performance. Care and attention are required to ensure that the forms include all the necessary components.
Most forms include a combination of the following:
Basic employee information
accountabilities, objectives, and standards
Competencies and indicators
major achievements and contributions
developmental achievements
developmental needs, plans, and goals
stakeholder input
employee comments
signatures.
The specific components included in the appraisal form, characteristic aprraisal form
Simplicity
relevancy
descriptiveness
Comprehensiveness
communication
time orientation.
Administrative purposes, desirable to compute an employee’s overall performance score. Two approaches are available: judgmental and mechanical.
Performance management systems can include up to six separate formal meetings between the supervisor and the subordinate:
system inauguration
self-appraisal
classical performance review
merit/salary review
development plan
objective setting.
Informal meetings involving a discussion of performance issues should take place on an ongoing basis.
Several sources can be used to obtain performance information: supervisors, peers, subordinates, self, and customers.
When multiple sources of performance information are used, there may be disagreements about an employee’s performance level, even if these multiple sources are rating the same performance dimension.
In providing performance information, raters may make intentional errors. These errors may involve inflating or deflating performance scores.
In addition to intentional errors, raters may make unintentional errors in providing performance ratings.
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MIND MAP GATHERING PERFORMANCE INFORMATION
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GATHERING PERFORMANCE INFORMATION
Appraisal forms are the key instruments used to measure performance. Care and attention are required to ensure that the forms include all the necessary components.
Most forms include a combination of the following:
Basic employee information
accountabilities, objectives, and standards
Competencies and indicators
major achievements and contributions
developmental achievements
developmental needs, plans, and goals
stakeholder input
employee comments
signatures.
The specific components included in the appraisal form, characteristic aprraisal form
Simplicity
relevancy
descriptiveness
Comprehensiveness
communication
time orientation.
Administrative purposes, desirable to compute an employee’s overall performance score. Two approaches are available: judgmental and mechanical.
Performance management systems can include up to six separate formal meetings between the supervisor and the subordinate:
system inauguration
self-appraisal
classical performance review
merit/salary review
development plan
objective setting.
Informal meetings involving a discussion of performance issues should take place on an ongoing basis.
Several sources can be used to obtain performance information: supervisors, peers, subordinates, self, and customers.
When multiple sources of performance information are used, there may be disagreements about an employee’s performance level, even if these multiple sources are rating the same performance dimension.
In providing performance information, raters may make intentional errors. These errors may involve inflating or deflating performance scores.
In addition to intentional errors, raters may make unintentional errors in providing performance ratings.
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This work was published by EdrawMind user Arissa Arnis and does not
represent the position of Edraw Software.
GATHERING PERFORMANCE INFORMATION
Appraisal forms are the key instruments used to measure performance. Care and attention are required to ensure that the forms include all the necessary components.
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