Performance Appraisal Handbook
A Supervisor’s Guide to the Performance Appraisal System
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TABLE OF CONTENTS
DISCLAIMER……..
I. INTRODUCTION…..
II. OBJECTIVES
III. THE PERFORMANCE APPRAISAL FORM
A. Performance Factors
B. Performance Levels
C. Specific Event of Performance
D. Appraiser’s overview Evaluation
E. Weighted Average
F. New Performance Goals
IV. THE PERFORMANCE APPRAISAL PROCESS
V. PERFORMANCE APPRAISAL TIPS FOR SUPERVISORS AND MANAGERS
A. Rater Bias
B. The use of Comments
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DISCLAIMER
This booklet is intended as a tool to help the user properly proceed through this specific performance appraisal system. Any information provided in this guide is not intended to override any law, rule, or policy that is already in place. In the case of any inconsistencies, any pre-existing statutory or regulatory provisions will take precedence.
INTRODUCTION
To accomplish goals and fulfill the company’s mission,
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The alignment of employees goals with company goals.
6. Determine employee goals relative to future aspirations in the company.
7. The ability to measure and document job performance as a basis for making decisions about promotions, compensation changes, and other management decisions.
Keep in mind that in order to use this performance appraisal system properly, there must be a clear understanding of its purposes by both the employee and the supervisor. Otherwise, it will not be possible to improve employee performance and the supervisor-employee relationship can suffer because of a lack of understanding of expectations for both parties. It must be clear to all involved in the process that the objectives of this performance appraisal system is to address any areas for improvement, set standards for future performance and set goals for personal and professional growth.
THE PERFORMANCE APPRAISAL