Appraisal systems can serve a human service organization in a great deal of ways. Two major purposes are for appraisals are for administrative and development of a human service organization. From the administrative view the purpose of a performance appraisal system may include decisions about a change in job duties, promotions, or reward decisions. Developmental purposes include helping staff achieve optimum performance, evaluating staff’s strengths or weaknesses and establishing whether or not more training is needed. What are key elements that make up a good performance appraisal system?
With the right elements in a performance appraisal systems it can help make the human service organizations staff better performers.” Performance appraisals are supposed to provide feedback on results what worked and what did not work. Motivate employees to engage in the right behaviors to perform better. Provide development opportunities to perform better next time. Distinguish the top performers from the poor ones. Provide the frame work for termination decisions based on poor performance. Foster communications between the manager and employee. Set expectations for the job” (Martin, 2007).
Performance appraisal helps monitor and evaluate good and poor performance within a human service organization. Good performance appraisal systems only work if they are strategically planned and carried out properly by supervisors. A good supervisor will be able to relate goals of the organization to specific job duties. The staff should know supervisors expectations ahead of time regarding performance levels. Open communication about job performance is also a key element in the performance appraisal system process.
... and the needs of the organization (Landy, Zedeck, Cleveland, 1983). Performance appraisals should focus on three objectives: Purpose of performance appraisal system Performance, not personalities; valid, concrete, ... the money value of employee service, which can be measured by labour productivity, or value added by human resource. Management by objectives: ...
The evaluation by the supervisor of the staffs strengths and weaknesses must remain bias free in order to work properly. Supervisors must evaluate the areas of performance that needs improvement and discuss how to improve the areas. Certain criteria within the ratings have to be established in order to reward performance effectively. Rating multiple traits make up a good performance appraisal system. The key element in the rating system consists of remaining honest through the entire performance appraisal.
A highly productive performance appraisal system will also include opportunities for staff improvement. Top performers may see an increase in salary or other beneficial rewards. For a performance appraisal system to achieve optimum expectations, the appraisal will need to be implemented in a consistent manner. In addition, performance appraisal should be done in a timely manner and not be put off until later. Although, there are a great deal of methods that can be used to rate performance the appraisal must be achievable and realistic. Set forth is what a good performance appraisal may consist of.
Example of performance ratingsBelow ExpectationsMeets ExpectationsExceeds ExpectationsVolume
•Completes all work
•Completes work on timeCommentsRatingsQuality
•Follows organizations guidelines for work
•Work is neat and accurateCommentsRatingsReliability
•Works independently with minimal help
Performance Appraisal Many believe that the purpose for performance appraisals is to micro manage employees. However, I feel that this impression has stemmed over time by employees who work under micro micromanagers, in response to intrusive and patronizing procedures of the organizations administration. Job performance appraisals have known to be responsible for anxiety and negative gossip within ...
•Reports to work on timeAdministrative
•Records are accurate and followed up on
•Pays attention to detail
•Documents accordinglyOrganization and Planning
•Uses time wisely
•Initiates and remain productive
•Respects rules and regulations
•Implements policies and procedures
•Adapts to changeProblem-Solving
•Uses procedures to solve problems
•Interacts with group problem-solvingJob Knowledge
•Overall job knowledge
•Performs duties as expected
Depending on the job that is being evaluated, will depend on what is included in the performance appraisal system.
The performance appraisal set forth details what can be expected with a performance appraisal system. The performance appraisal system may be as complex or simple depending on the appraiser. The reward system set in place will depend on cost. What the organization can realistically afford? What type of reward may depend on individual salaries and job specifications?Objectives and goals also should be included in the performance appraisal system. Goals should be clear and relate to the human service organizations mission. Comments from the appraiser and comments from the individual may also be included. The performance appraisal system should be reviewed and measured in a timely manner. If the overall performance level of the employee is below expectations a discussion on training should be considered.
At the end of the performance appraisal the individual should be clear about his or her, strength and weaknesses. The employee should understand what he or, she needs to do to improve. There should be agreement between the employee and supervisor about improvements. The performance appraisal should enhance an employee’s motivation and lead a path for new opportunities.
Martin, T. (2007).
Increasing the value of performance appraisals. Talent Management. Retrieved September 19, 2007, from http://www.talentmgt.com/assessment_evaluation/2006/September/155/index.php