Conducting Performance Appraisals

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  Canadarago11/02/07 Report as spam
  1

  Conducting Performance Appraisals

  Suggestion: create a folder in Outlook for each employee and park relevant emails to / from the employee there. Go into the folder and review the emails prior to the review.
  
  Many reviews are annual - you won't remember the details of employee interactions 12 months ago clearly - an email trail is a big help - and in bad (disciplinary) situations it will provide documentation.

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  gareth1@...11/20/07 Report as spam
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  RE: Conducting Performance Appraisals

  How do you conduct appraisals of (i) temporary employees i.e. contract employees that are hired for a short length of time for instance 1-6 months and (ii) temporary employees that you do not physically come in contact with i.e. you communicate by e-mail or phone and may or may not be located overseas.

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  frankhurtte11/20/07 Report as spam
  3

  Think Quarterly not Annual

  It has been my experience that most of the issues associated with performance reviews comes out of the very nature of anything annual. Managers dread them because they feel like writing performance for a year is a major task - the result is either too much or not enough time spent. Employees hate them because they fear a small mistake made the week before the review results in a permanent stain on their record. Think about it in a sports context... here is a coach providing feedback once per season. I don't think so.
  I suggest quarterly reviews. Four times a year spend 15-30 minutes instead of spending 3 hours in a marathon session come December...

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  murthy9vvbs@...11/20/07 Report as spam
  4

  RE: Conducting Performance Appraisals

  I concurr with the views of Frankhurtte.
  The appraisal system should be on quarterly basis - one thing I wish to add is that the appraisal system must be "transparent", not one sided and finally it should not be fault finding.
  
  Quality of work done and Quantitatively measurment should be done for the entire quarter period. The nature, exegencies of work varies quarter to quarter - hence individual quarter-wise readings to be considered - and no average of all the quarters to be taken.
  
  In this Technical and Behavioural aspects to be considered - while considering the behavioural aspects, less stress to be given on his or her persoanl nature, habits etc.
  
  In my opinion above are few views.

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  jcunningham11411/20/07 Report as spam
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  RE: Conducting Performance Appraisals

  Very helpful, thank you!!

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  jhatherly@...11/20/07 Report as spam
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  RE: Conducting Performance Appraisals

  Managers need training on how to
  conduct performance reviews. In the
  hands of the unskilled, they can turn
  into bludgeoning sessions that are
  anything but helpful.

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  victoria.a.manuel@...11/20/07 Report as spam
  7

  RE: Conducting Performance Appraisals

  Excellent!

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  chuckgodman@...11/20/07 Report as spam
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  RE: Conducting Performance Appraisals

  Maintain a drop-in folder for each of your employees. This folder should contain bad or good comments that you received from the employees' clients or persons that they have dealt with for the whole year. This folder also contains copies of awards or certificates that the employees received, suggestions/comments that employee submitted to you, short summary of projects that the employee had done, and your own notes (short)regarding all incidents that required for you to meet with the employee.

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  markmatteson11/26/07 Report as spam
  9

  Performance Appraisals

  Performance appraisals should be considered a work in progress. I had one manager who forgot the two awards I recieved, but refused to change his appraisal. A good apprasial will have changes, and suggested areas of improvement.

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  egomed712/12/07 Report as spam
  10

  RE: Conducting Performance Appraisals

  The above information is very true. Managers/Suppervisors/Management need to apply the above priniciple and HR need to emphasize these points.