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Performance Appraisal
Ahmed Moussa10 April 2011
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Is a universal phenomenon in which the organization is making judgment about one is working with and about oneself. It serves as a basic element of effective work performance.
Performance appraisal is essential for the effective management and evaluation of staff.
It aims to improve the organizational performance as well as individual development.
Performance appraisal:
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Appraisal is quite brief. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies.
As a distinct and formal management procedure used in the evaluation of work performance, appraisal really dates from the time of the Second World War - not more than 60 years ago.
Performance appraisals have been increasingly implemented by most modern organization as a tool for employee assessment.
The history of performance:
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Performance is an employee's accomplishment of assigned work as specified in the critical elements and as measured against standards of the employee's position.
Performance
Is concerned with the process of evaluing a person’s worth to an organization with a view to increasing it.
Appraisal
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Performance appraisal is developed as a simple method of income justification.
Appraisal used to decide whether the salary of an individual was justified or not.
The decrease or increase in pay depends upon employee’s performance.
Traditional Appraisal system
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Performance appraisal is defined as a structured formal interaction between a subordinate and a supervisor that usually takes the form of a periodic interview, in which the work performance of the subordinate is examined and discussed with a view to identify weakness, strength and opportunities for improvement and skills development.
Modern Appraisal System
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Performance Standards
Are statements of the expectations or requirements established by management for a critical element at a particular rating level. A performance standard may include, but is not limited to, factors such as quality, quantity, timeliness, and manner of performance
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Are the documentation of performance expectations communicated to employees from supervisors.
Plans define the critical elements and the performance standards by which an employee's performance will be evaluated.
Performance Plans
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Are developed for employees at any point in the appraisal cycle when performance becomes Level 1 (unacceptable) in one or more critical elements.
This plan affords an employee the opportunity to demonstrate acceptable performance and it is developed with specific guidance provided by a servicing human resources office.
Performance Improvement Plans (PIP)
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Is the integrated process by which an agency involves its employees in improving organizational effectiveness in the accomplishment of agency mission and strategic goals.
Performance Management
Performance Management consists of:
Performance planning, monitoring employee performance, employee development, evaluating employee performance, and recognition.
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Performance appraisal
A system describes how agency will identify performance standards and core competencies and communicate them to employees.
Periodical appraisal helps the company to compare employee’s performance and to take apt decisions for further improvement.
A structured business planning depends on the performance of the employee and it will be successful only when the employees are analyzing their work performance individually.
The formal performance appraisal in a company is conducted annually for all staff and each staff member is appraised by their line manager.
Generally employees are appraised based on the structure of the company
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Annual performance appraisals evaluate the role of the employee in the organizational development and also monitoring the standard, expectations, objectives, efficiency in handling task and responsibilities in a period of time.
Annual performance appraisals
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Appraisal also helps to analyze the individual training needs of the employee and planning of future job allocation.
Benefits of Staff Appraisal
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Appraisal also helps to analyze the individual training needs of the employee and planning of future job allocation.It generally reviews each individual performance against the objectives and standard of the organization.
Benefits of Staff Appraisal
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Appraisal also helps to analyze the individual training needs of the employee and planning of future job allocation.It generally reviews each individual performance against the objectives and standard of the organization. Providing feed back about employee’s job performance and the contribution of reward for their work is very essential in the smooth functioning of an organization.
Benefits of Staff Appraisal
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Appraisal also helps to analyze the individual training needs of the employee and planning of future job allocation.It generally reviews each individual performance against the objectives and standard of the organization. Providing feed back about employee’s job performance and the contribution of reward for their work is very essential in the smooth functioning of an organization.
Benefits of Staff Appraisal
Effective appraisal considering increase in staff productivity, knowledge and contribution. Formal management procedure used the evaluation of work performance. Effective appraisal helps the employer in providing increased productivity, knowledge and contribution from the staff.
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Give feedback to employees to improve subsequent Performance.
Identify employee-training needs.
Document criteria used to allocate organizational rewards.
Form a basis for personnel decisions-salary (merit)
increases, disciplinary actions, etc.
Provide the opportunity for organizational diagnosis and development.
Facilitate communication between employee and administrator.
Performance appraisal tries to:
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Give feedback to employees to improve subsequent Performance.
Identify employee-training needs.
Document criteria used to allocate organizational rewards.
Form a basis for personnel decisions-salary (merit)
increases, disciplinary actions, etc.
Provide the opportunity for organizational diagnosis and development.
Facilitate communication between employee and administrator.
Performance appraisal tries to:
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Give feedback to employees to improve subsequent Performance.
Identify employee-training needs.
Document criteria used to allocate organizational rewards.
Form a basis for personnel decisions-salary (merit)
increases, disciplinary actions, etc.
Provide the opportunity for organizational diagnosis and development.
Facilitate communication between employee and administrator.
Performance appraisal tries to:
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Give feedback to employees to improve subsequent Performance.
Identify employee-training needs.
Document criteria used to allocate organizational rewards.
Form a basis for personnel decisions-salary (merit)
increases, disciplinary actions, etc.
Provide the opportunity for organizational diagnosis and development.
Facilitate communication between employee and administrator.
Performance appraisal tries to:
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Give feedback to employees to improve subsequent Performance.
Identify employee-training needs.
Document criteria used to allocate organizational rewards.
Form a basis for personnel decisions-salary (merit)
increases, disciplinary actions, etc.
Provide the opportunity for organizational diagnosis and development.
Facilitate communication between employee and administrator.
Performance appraisal tries to:
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Give feedback to employees to improve subsequent Performance.
Identify employee-training needs.
Document criteria used to allocate organizational rewards.
Form a basis for personnel decisions-salary (merit)
increases, disciplinary actions, etc.
Provide the opportunity for organizational diagnosis and development.
Facilitate communication between employee and administrator.
Performance appraisal tries to:
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Steps to start performance appraisal
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Steps to start performance appraisal
Step one: Preparation
Step two: Assessment
Step three: Reviewing documents.
Step four: Appropriate setting.
Step five: Deliver it clearly.
Step six: Encouragement.
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Steps to start performance appraisal
Step one: Preparation
Step two: Assessment
Step three: Reviewing documents.
Step four: Appropriate setting.
Step five: Deliver it clearly.
Step six: Encouragement.
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Steps to start performance appraisal
Step one: Preparation
If people don't know where they're going, how can we ever expect them to get there? How will they know when they've arrived? It's also critical to get employees' input on their own objectives if we want to increase their commitment to achieving those goals. If people feel that they have a voice in their assignments, they will frequently work harder toward the success of those assignments.
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Steps to start performance appraisal
Step one: Preparation
Step two: Assessment
Step three: Reviewing documents.
Step four: Appropriate setting.
Step five: Deliver it clearly.
Step six: Encouragement.
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Steps to start performance appraisal
Step two: Assessment
A critical manager responsibility is assessing and giving timely feedback to your staff on their performance. There are many benefits to doing this. Feedback on performance that is given as soon as possible has proven to be the most effective. It's not fair or effective to tell someone how she messed up, or (more rarely) how well she did, weeks after the job is done. Let people know quickly so they can either address the error or replicate the success.
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Steps to start performance appraisal
Step one: Preparation
Step two: Assessment
Step three: Reviewing documents.
Step four: Appropriate setting.
Step five: Deliver it clearly.
Step six: Encouragement.
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Steps to start performance appraisal
Step three: Reviewing documents.
Before you actually do sit down with the employee, review all your documentation from the year. Take a look again at the objectives that you and the employee agreed to and documented at the beginning of the year. Look for any commendations or letters you may have received about the employee during the year.
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Steps to start performance appraisal
Step one: Preparation
Step two: Assessment
Step three: Reviewing documents.
Step four: Appropriate setting.
Step five: Deliver it clearly.
Step six: Encouragement.
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Steps to start performance appraisal
Step four: Appropriate setting.
Make sure that you have an appropriate setting in which to deliver the appraisal. The most commonly used location, a manager's office, is often the worst place.
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Steps to start performance appraisal
Step one: Preparation
Step two: Assessment
Step three: Reviewing documents.
Step four: Appropriate setting.
Step five: Deliver it clearly.
Step six: Encouragement.
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Steps to start performance appraisal
Step five: Deliver it clearly.
Deliver the appraisal in simple language. Don't use code or jargon, and don't mince words. Don't dance around the issue at hand even if the appraisal is not as positive as the employee might have hoped. She'll pick up on your discomfort like a shark sensing blood in the water.
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Steps to start performance appraisal
Step one: Preparation
Step two: Assessment
Step three: Reviewing documents.
Step four: Appropriate setting.
Step five: Deliver it clearly.
Step six: Encouragement.
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Steps to start performance appraisal
Step six: Encouragement.
At the conclusion of the performance appraisal meeting, which also marks the end of one performance appraisal cycle and the beginning of the next, your job is to encourage. You want to motivate the employee to continue doing that which he does well and to improve in the areas where there is room for growth. This is the best way to make these meetings productive and positive. Even if the person's appraisal has not been as high as he might have hoped, remind the employee that he is still valued and that you'll support him in his development
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What is “ 360 performance appraisal “
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Staff Appraisal Example
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Staff Appraisal
Performance against Objectives: 40%
SKILLS : 30%
Behavior : 30%
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Staff Appraisal
Performance against Objectives(X): 40%
SKILLS (Y) : 30%
Behavior (Z) : 30%
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Staff Appraisal
Performance against Objectives (X) : 40%
Objectivesاألهــداف
Performanceء دا أل ا
Achievement %% نسبة اإلنجــازات
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Staff Appraisal
Performance against Objectives: 40%
SKILLS : 30%
Behavior : 30%
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Staff Appraisal
SKILLS (Y) : 30%
1Planning & Time Management الوقت وإدارة التخطيط
2
Handling Problem & stressful conditions والظروف المشكالت مع التعامل
الصعبة
3Knowledge an understanding of the job
العمل وفهم معلومات
4Creativity and innovation: اإلبدايعة القدرة
5Communication االتصال
6Computer اآللي الحاسب استخدام
7languages اللغات
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Staff Appraisal
SKILLS (Y) : 30%
Skills Score Weight Total Score المهارات
Planning & Time Management
5 4 3 2 1
0 0.5 1 1.5 2
التخطيط وإدارة الوقت
Handling Problem & stressful conditions
5 4 3 2 1
0 0.5 1 1.5 2
التعامل مع المشكالت والظروف الصعبة
Knowledge an understanding of the job
5 4 3 2 1
0 0.5 1 1.5 2
معلومات وفهم العمل
Creativity and innovation:
5 4 3 2 1
0 0.5 1 1.5 2
القدرة اإلبداعية
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Staff Appraisal
SKILLS (Y) : 30%Skills Score Weight Total Score المهارات
Communication
5 4 3 2 1
0 0.5 1 1.5 2
التصالا
Computer 5 4 3 2 1
0 0.5 1 1.5 2
استخدام الحاسب اآللي
languages 5 4 3 2 1
0 0.5 1 1.5 2
اللغات
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Staff Appraisal
SKILLS : 30%
Skills Score Weight Total Score المهارات
Planning & Time Management
5 4 3 2 1
0 0.5 1 1.5 2
التخطيط وإدارة الوقت
Handling Problem & stressful conditions
5 4 3 2 1
0 0.5 1 1.5 2
التعامل مع المشكالت والظروف الصعبة
Knowledge an understanding of the job
5 4 3 2 1
0 0.5 1 1.5 2
معلومات وفهم العمل
Creativity and innovation:
5 4 3 2 1
0 0.5 1 1.5 2
القدرة اإلبداعية
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Staff Appraisal
SKILLS : 30%
Skills Score Weight Total Score المهارات
Planning & Time Management
5 4 3 2 1
0 0.5 1 1.5 2
التخطيط وإدارة الوقت
Handling Problem & stressful conditions
5 4 3 2 1
0 0.5 1 1.5 2
التعامل مع المشكالت والظروف الصعبة
Knowledge an understanding of the job
5 4 3 2 1
0 0.5 1 1.5 2
معلومات وفهم العمل
Creativity and innovation:
5 4 3 2 1
0 0.5 1 1.5 2
القدرة اإلبداعية
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Staff Appraisal
SKILLS : 30%
Skills Score Weight Total Score المهارات
Planning & Time Management
5 4 3 2 1
0 0.5 1 1.5 2
التخطيط وإدارة الوقت
Handling Problem & stressful conditions
5 4 3 2 1
0 0.5 1 1.5 2
التعامل مع المشكالت والظروف الصعبة
Knowledge an understanding of the job
5 4 3 2 1
0 0.5 1 1.5 2
معلومات وفهم العمل
Creativity and innovation:
5 4 3 2 1
0 0.5 1 1.5 2
القدرة اإلبداعية
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Staff Appraisal
SKILLS : 30%
Total Maximum score x Weight (A)
Total score (B)
الدرجة االجمالية
B x 100/ A % (Y)
Skills Score Weight Total Score المهارات
Communication 5 4 3 2 1
0 0.5 1 1.5 2
التصالا
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Staff Appraisal
SKILLS : 30%
Total Maximum score x Weight (A)
Total score (B)
الدرجة االجمالية
B x 100/ A % (Y)
Skills Score Weight Total Score المهارات
Communication 5 4 3 2 1
0 0.5 1 1.5 2
التصالا
2
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Staff Appraisal
SKILLS : 30%
Total Maximum score x Weight (A)
Total score (B)
الدرجة االجمالية
B x 100/ A % (Y)
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Staff Appraisal
SKILLS(Y) : 30%
Maximum total = 5 * 7= 35
29 / 35 = 83 %
المهارات
(Y) Max Score Weight Total Score Skills
1التخطيط
وإدارة الوقت
5 4 1.5 6Planning & Time Management
2
مع التعاملالمشكالت والظروف
الصعبة
5 5 2 10
Handling Problem & stressful conditions
3معلومات
العمل وفهم 5 4 0.5 2Knowledge an understanding of the job
4القدرة
اإلبدايعة5 3 0.5 1.5
Creativity and innovation:
5 االتصال 5 5 1.5 7.5 Communication
6استخدام الحاسب
اآللي5 4 0 0
Computer
7 اللغات 5 2 1 2 languages
اإلجمالي 35 27 7 29 Total
Y 83% Y
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Staff Appraisal
Performance against Objectives: 40%
SKILLS : 30%
Behavior (Z) : 30%
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Staff Appraisal
Behavior (Z) : 30%
Behavior السلوك
Team Work الفريق عمل و روح
Interpersonal Relations البشرية العالقات
Commitment/ Discipline االنضباط االلتزام
Appearance المظهر
Punctuality المواعيد احترام
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Staff Appraisal
Behavior (Z) : 30%
Behavior السلوك
Team Work الفريق عمل و روح
Interpersonal Relations البشرية العالقات
Commitment/ Discipline االنضباط االلتزام
Appearance المظهر
Punctuality المواعيد احترام
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Staff Appraisal
Behavior (Z) : 30%Behavior Score Weight Total
Score السلوك
Team Work روح و عمل الفريقHelp his/ her colleagues
5 4 3 2 1
0 0.5 1 1.5 2
مساعدة زمالءه
Attitude towards team meetings
5 4 3 2 1
0 0.5 1 1.5 2
السلوك تجاه االجتماعات
Initiative 5 4 3 2 1
0 0.5 1 1.5 2
المبادرة
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Staff Appraisal
Behavior (Z) : 30%
Behavior السلوك
Team Work الفريق عمل و روح
Interpersonal Relations العالقات البشرية
Commitment/ Discipline االنضباط االلتزام
Appearance المظهر
Punctuality المواعيد احترام
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Staff Appraisal
Behavior (Z) : 30%Behavior Score Weight Total Score السلوكInterpersonal Relations البشرية العالقاتRelations with Boss 0 ¨ الرؤساء مع العالقة
4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨
Relations with Subordinates
5 ¨ 0 ¨ المرؤوسين مع العالقة4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨
Relations with Peers 5 ¨ 0 ¨ الزمالء مع العالقة4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨
Relations with Visitors 5 ¨ 0 ¨ الزائرين مع العالقة4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨
Relations with Peers outside organization
5 ¨ 0 ¨ خارج الزمالء مع العالقة¨ 4المؤسسة 0.5 ¨
3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨
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Staff Appraisal
Behavior (Z) : 30%
Behavior السلوك
Team Work الفريق عمل و روح
Interpersonal Relations البشرية العالقات
Commitment/ Discipline االلتزام االنضباط
Appearance المظهر
Punctuality المواعيد احترام
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Staff Appraisal
Behavior (Z) : 30%Behavior Score Weight Total Score السلوكCommitment/ Discipline االنضباط االلتزامAlignment with unit goals 5 ¨ 0 ¨ االلتزام
باألهداف4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨
Timeliness 5 ¨ 0 ¨ انجاز توقيتالمهام
4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨
Meticulousness 5 ¨ 0 ¨ التدقيق4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨
Attitude to work instructions and Acceptance of authority
5 ¨ 0 ¨ تجاه السلوكالعمل تعليمات
الرئيس سلطة والمباشر
4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨
Reliability 5 ¨ 0 ¨ االعتماد يمكنعليه
4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨
Learning (Self education) 5 ¨ 0 ¨ التعليم ( التعلمالذاتي)
4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨
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Staff Appraisal
Behavior (Z) : 30%
Behavior السلوك
Team Work الفريق عمل و روح
Interpersonal Relations البشرية العالقات
Commitment/ Discipline االنضباط االلتزام
Appearance المظهر
Punctuality المواعيد احترام
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Staff Appraisal
Behavior (Z) : 30%
Appearance Score Weight Total Score المظهر
Dress code- Cleanliness - Neatness
2 1 1
مالئمة الملبس- النظافة - صفاء المظهر
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Staff Appraisal
Behavior (Z) : 30%
Behavior السلوك
Team Work الفريق عمل و روح
Interpersonal Relations البشرية العالقات
Commitment/ Discipline االنضباط االلتزام
Appearance المظهر
Punctuality احترام المواعيد
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Staff Appraisal
Behavior (Z) : 30%
Punctuality Score Weight Total Score احترام المواعيد
Punctuality 2 1 1 الدقة في المواعيد
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Staff Appraisal
Behavior (Z) : 30%
Total Maximum score x Weight (A)
Total score (B)
الدرجة االجمالية
B x 100/ A % (Z)
Skills Score Weight Total Score المهارات
Communication 5 4 3 2 1
0 0.5 1 1.5 2
التصالا
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Staff Appraisal
Behavior (Z) : 30%
Total Maximum score x Weight (A)
Total score (B)
الدرجة االجمالية
B x 100/ A % (Z)
Skills Score Weight Total Score المهارات
Communication 5 4 3 2 1
0 0.5 1 1.5 2
التصالا
2
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Staff Appraisal
Behavior (Z) : 30%
Total Maximum score x Weight (A)
Total score (B)
الدرجة اإلجمالية
B x 100/ A % (Z)
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Staff Appraisal
Performance against Objectives (X): 40%
SKILLS (Y) : 30%
Behavior (Z) : 30%
Overall Performance(X x 40%) + (Y x 30%) + (Z x 30%)
األداء
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Staff Appraisal
Final Partsالقوةنقاط
Strengthالضعفنقاط
Weaknesses
Training topics موضوع التدريب
Duration Date
Employee Comments الموظف تعليق
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Staff Appraisal
Final PartsAction plan
Next Year Objectivesخطة العمل
أهداف العلم القادم
Training needs التدريب
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Staff Appraisal
Signatures
Employee الموظف
Date
Manager الرئيس
Date
Department Director
مدير االدارة
Date
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Staff Appraisal distribution
Acceptable Good Very Good Excellent
30% 30% 30% 10%
10% 40% 40% 10%
Ac-cept-able
Good Very Good
Excellent0
0.05
0.1
0.15
0.2
0.25
0.3
Ac-cept-able
Good Very Good
Excellent0%
5%
10%
15%
20%
25%
30%
35%
40%
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Reference
Margaret Francis, MSW, M.Phil, PGDCIM, Registered Social Worker and Counselor GSCC UK
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