PERFORMANCE APPRAISAL MEETING

GROUP MEMBERS
Raja

Faizan Ullah Khan Haris Mehmood Nadir Khan Javaid Ali Khan

COMPARING PERFORMANCE APPRAISAL AND PERFORMANCE MANAGEMENT

Performance appraisal

Evaluating an employees current and/or past performance relative to his or her performance

standards.

Performance management

The process employers use to make sure employees are working toward organizational goals.

PERFORMANCE APPRAISAL PROCESS

Step 1: Prepare for the Meeting Step 2: Conduct the Meeting Step 3: Follow-up

TERMS USED TO DESCRIBE THE ANNUAL MEETING

Performance Appraisal Performance review Performance evaluation

Where manager and employee discuss employee performance document progress and apply a problem solving approach to overcome the problems in the present and future

WHAT MAKES THE PROCESS WORK

Performance planning Work with the employees all year round make them feel like

its a partnership. It helps to create a collaborative climate for

annual meeting Performance communication

Dont give surprises at the annual meeting. Work with them

throughout the year they should know where they stand before the annual meeting.

It will help them to be more open and less defensive It will change your role from manager as an appraiser to manager as an assistant in employee evaluation

PERFORMANCE APPRAISAL SUCCEEDS IF;

Manager performs as helper and problem solver

Employee is actively involved in the partnership and

engage in realistic self evaluation

Manager use appropriate in interpersonal skills Employee should be aware of the process and know what to expect before he enters the meeting

Meeting should not be delayed or postponed

Both parties should know the importance of performance appraisal that it is to improve performance

Schedule

The supervisor should schedule the performance review meeting two weeks in advance. He should inform the employees of when and where the meeting will take place

Preparing employees

The purpose, including the benefits to the employee Inform how the process will work

Your intent to ensure "no surprises".

Inform them with any work the employee should do before the meeting.

Prepare yourself

Make sure you have all the documents, data, information related to the performance appraisal discussion

A. B.

Before each appraisal meeting you should; Remind yourself with your focus to improve performance Review employee performance planning document. Think how your going to evaluate him on each of the items

THE APPRAISAL MEETING

Steps if employees have not evaluated themselves in preparation

Set the climate and focus

Use the performance plan or rating form to evaluate

Begin performance diagnosis

Plan for the future

Document the conversation

SETTING THE CLIMATE AND FOCUS

Establish some level of comfort Describe what will happen and how meeting will

proceed

Your behavior should be consistent with the goals and process you have set out

Keep reminding that the meeting is for their betterment

USING THE PERFORMANCE PLAN OR

RATING FORM TO EVALUATE

You go through each of the objective and standards

Determine the degree of success employee has achieved

If there are significant difference in opinion try to find some middle ground where you both feel comfortable

If performance planning was done well and you communicated throughout the year well such serious

disagreements will be unlikely to happen

USING THE PERFORMANCE PLAN OR RATING FORM TO EVALUATE (CONT)

If there is a rating method to appraise performance then you start operationalizing each item by coming to an agreement with the employee on what that item means.

Later ask the employee to rate himself and then you give your assessment.

If there's a difference then talk and negotiate to find common ground

BEGIN PERFORMANCE DIAGNOSIS

Determine the extent to which employee has achieved The part which will help the employee to improve his performance in the future is the diagnoses

Find the reasons if the employee failed to achieve the targets

or the standards

Emphases should be on finding causes and making solutions Focus should be on learning If someone did really good find out how he did it so it can help others to achieve better as well

PLAN FOR THE FUTURE

Action planning for the future is very important Identify barriers which hurt performance the last year

Derive actions which will stop those barriers from

reoccurring

DOCUMENT THE CONVERSATION

Now the step is to document the discussions and appraisal

It will include either employee was able to meet his

targets

Ask the employee to add his comments as well regarding the meeting

Both manager and employee should sign the document as a proof that they had a discussion

ARRANGE ANY FOLLOW UPS

Sometimes one meeting is not enough to complete the process so follow up is arranged

Sometimes you and employee may need additional

information to determine either objective was achieved

or not

For that reason follow up meeting should be arranged Once the appraisal process is completed it is time to schedule the performance planning meeting for next year