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Program Objectives (1 of 2)
 An understanding of the
performance management
system.
 Awareness of the mechanics of
how the program works.
 An understanding of the general
interpersonal dynamics
involved in the performance
appraisal process.
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Program Objectives (2 of 2)
 Practice in conducting each of the
components of an effective
appraisal interaction.
 Specific pointers about, and
practice with, performance
problems.
 An opportunity to plan how to
transfer the training program
skills back to the job.

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A Challenge

Please Write a
One Sentence Definition of
Performance Management

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Quot
e  “Researchers found that companies
that used performance management
programs had greater profits, better
cash flow, stronger stock market
performance, greater stock value and
higher sales per employee (or
productivity) than companies that
didn’t.”

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Quote
s “The function of work is to produce
results.”

“If people know what they are supposed to


do, get feedback on how they are or are not
doing it, and get rewarded for doing what
they are supposed to be doing, companies
will be more likely to get the results they
desire.”

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P A G E 1 of 4
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M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L

N A M E : E M P L O Y M E N T D A T E : A P P R A IS A L D A T E :

P R E S E N T P O S IT IO N : T IM E IN P O S IT IO N : L A S T A P P R A IS A L D A T E :

D E P A R T M E N T : L O C A T IO N :

IM M E D IA T E S U P E R V IS O R : D E P A R T M E N T S U P E R V IS O R :

G E N E R A L J O B D E S C R IP T IO N
L I S T M A N A G E R ' S / S U P E R V I S O R 'S M A J O R R E S P O N S I B I L I T I E S I N D E S C E N D I N G
O R D E R F R O M P R IM A R Y , T O S E C O N D A R Y , D O W N T O M IN O R F U N C T IO N S .

IM P R O V E M E N T S & A C C O M P L IS H M E N T S
N O T E S P E C IF IC IM P R O V E M E N T S A N D A C C O M P L IS H M E N T S
S IN C E L A S T A P P R A IS A L .

C O M M U N IC A T IO N
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S A B I L I T Y T O R E L A T E I D E A S A N D M E T H O D S T O O T H E R S .
T A K IN G IN T O A C C O U N T W R IT T E N A S W E L L A S V E R B A L .

E X C E LL E N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P TA B L E

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P A G E 2 of 4
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M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L

C O - O P E R A T IO N /F L E X IB IL T IY
C O M M E N T O N M A N A G E R 'S A B I L I T Y T O W O R K W I T H O T H E R S A S A T E A M .

E X C E L LE N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE

L E A D E R S H IP
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S L E A D E R S H I P Q U A L I T I E S W I T H R E G A R D T O M O T I V A T I O N O F
E M P L O Y E E S , A N D L E A D E R S H IP B Y E X A M P L E .

E X C E LLE N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE

E N T H U S IA S M
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S I N T E R E S T A N D C O M M I T M E N T T O C O M P A N Y , G R O U P A N D
S E T G O A LS .

E X C E LLE N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE

P R O F E S S IO N A L IS M
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S P R O F E S S IO N A L C O N D U C T A N D L O Y A L T Y T O C O M P A N Y
P R IN C IP A L S A N D O B J E C T IV E S .

E X C E LLE N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE

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P A G E 3 of 4
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M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L

P R O B LE M S O L V IN G
C O M M E N T O N M A N A G E R 'S A B I L I T Y T O S P O T P R O B L E M S , M A K E D E C I S I O N S A N D
F IN D C O M P E T E N T A L T E R N A T IV E S O L U T IO N S .

E X C E LL E N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE

P L A N N IN G A N D O R G A N IZ A T IO N
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S P L A N N IN G A N D O R G A N IZ A T IO N A L
S K IL L S .

E X C E LL E N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE

Q U A L IT Y O F W O R K
C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S Q U A L I T Y O F W O R K P R O D U C E D ; I S T H E R E A G O O D B A L A N C E
B E T W E E N Q U A L IT Y A N D Q U A N T IT Y ?

E X C E LL E N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE

S U M M A T IO N
H O W W O U L D Y O U D E S C R I B E E M P L O Y E E 'S O V E R A L L P E R F O R M A N C E ? C O M M E N T O N C O N T R IB U T IO N
TO G R O U P A N D C O M P A N Y S U C C E S S .

E X C E LL E N T A B O V E A V E R A G E A V E R A G E R O O M F O R IM P R O V E M E N T U N A C C E P T A B LE

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M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L

C A R E E R O B J E C T IV E S
C O M M E N T O N M A N A G E R 'S P O T E N T I A L F O R G R O W T H W IT H I N T H E C O M P A N Y
STRUCTURE.

EX CELLEN T ABOVE AVERAGE AVERAG E R O O M F O R IM P R O V E M E N T UN AC CEPTABLE

A D D IT IO N A L
IN C L U D E A N Y A D D IT IO N A L C O M M E N T S T H A T Y O U F E E L S H O U L D B E B R O U G H T T O A T T E N T IO N R E G A R D IN G
M A N A G E R / S U P E R V IS O R .

EX CELLEN T ABOVE AVERAGE AVERAG E R O O M F O R IM P R O V E M E N T UN AC CEPTABLE

AUTHORED BY

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Terms

 Results.  Preferred Results.

 Measures.  Aligning Results.

 Objectives.  Weighted Results.

 Indicators.  Standards.

 Goals.  Performance Gap.

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Manager’s
Responsibilities?
 Goals
 (effective)
 Objectives to achieve.

 Responsibility  (efficient)
 To achieve these goals through others
cost consciously.

 Employees  (management)
 To deploy others to achieve these goals.
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About This Product:

To download this entire Performance PowerPoint


presentation visit ReadySetPresent.com

Over 100+ slides on topics such as: 4 benefits and 11 additional


values of performance appraisals, performance interviews, ground
rules for performance evaluation, building performance contracts,
developing work plans, setting the stage for a performance
appraisal meeting, opening and closing your appraisal session,
handling poor performance, conducting a feedback meeting, how
to conduct a performance appraisal discussion, how to's and more.
Royalty Free - Use Them Over and Over Again.

Please Visit: www.ReadySetPresent.com


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