performnace evaluation

8/6/2019 Performnace Evaluation

1/13

Page 1

www.ReadySetPresent.com


2/13

Page 2


Program ObjectivesProgram Objectives (1 of 2)

An understanding of theperformance managementsystem.

Awareness of the mechanics ofhow the program works.

An understanding of thegeneral interpersonal dynamicsinvolved in the performanceappraisal process.


3/13

Page 3


Practice in conducting each of thecomponents of an effectiveappraisal interaction.

Specific pointers about, andpractice with, performanceproblems.

An opportunity to plan how totransfer the training programskills back to the job.

Program ObjectivesProgram Objectives (2 of 2)


4/13

Page 4


Please Write a

One Sentence Definition ofPerformance Management

A ChallengeA Challenge


5/13

Page 5


Researchers found that companiesthat used performance management

programs had greater profits, better

cash flow, stronger stock marketperformance, greater stock value andhigher sales per employee (or

productivity) than companies thatdidnt.

QuoteQuote


6/13

Page 6


If people know what they are supposed todo, get feedback on how they are or are notdoing it, and get rewarded for doing whatthey are supposed to be doing, companieswill be more likely to get the results theydesire.

QuotesQuotes

The function of work is to produceresults.


7/13

Page 7

www.ReadySetPresent.comM 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

G E N E R A L J O B D E S C R I P T I O N

I M P R O V E M E N T S & A C C O M P L I S H M E N T S

C O M M U N I C A T IO N

E X C E L L 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 I M P R O V E M E N T U N A C C E P T A B L E

P A G E 1 o f 4

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

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

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

I M M E D I A T E S U P E R V I S O R : D E P A R T M E N T S U P E R V I S O R :

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 IL I T IE 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 I N O R F U N C T I O N S .

N O T E S P E C I F IC IM P R O V E M E N T S A N D A C C O M P L I S H M E N T S

S I N C E L A S T A P P R A I S A L .

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 IL 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 I N G I N T O A C C O U N T W R I T T E N A S W E L L A S V E R B A L .


8/13

Page 8

www.ReadySetPresent.comP R R P P R I S

P

2 o f

C O - O P E R A T I O N /

E X I I T I YC O M M E N T O N M A N A G E R '

A B I

I T Y T O

O R K

IT

O T

E R S A S A T E A M .

E X C E L L 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

O R I M P R O V E M E N T

N A C C E P T A B L E

L E A D E R S H I P


O R I M P R O V E M E N T

N A C C E P T A B L E

E N T H U S I A S M


O R I M P R O V E M E N T U N A C C E P T A B L E

P R O F E S S I O N A L I 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 L E A D E R S H I P Q U A L IT I E S

IT 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 I P B Y E X A M P L E .

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 IT 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 L S .

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 I O 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 I N C I P A L S A N D O B J E C T I V E S .


9/13

Page 9

www.ReadySetPresent.comP R R P P R I S

P

3 o f

P R O B L E M S O L V I N G


P L A N N I N G A N D O R G A N IZ A T I O N


Q U A L I T Y O F

O R K


S U M M A T I O N


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 I N D C O M P E T E N T A L T E R N A T I V E S O L U T I O N S .

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 I N G A N D O R G A N IZ A T I O N A L

S K I L L S .

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 IT Y O F

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

E E N Q U A L IT Y A N D Q U A N T I T Y ?

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 I B U T I O N

T O G R O U P A N D C O M P A N Y S U C C E S S .


10/13

Page 10


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 A G E 4 o f 4

C A R E E R O B J E C T IV E SC 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 FO R G R O W T H W I T HI N T H E C O M P A N Y

S T R U C T U R E .


ADDIT IONALI N C L U D E A N Y A D D IT I O 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 I N G

M A N A G E R / S U P E R V I S O R .


AUTH ORED BY


11/13

Page 11


TermsTerms

Results.

Measures.

Objectives.

Indicators.

Goals.

Preferred Results.

Aligning Results.

Weighted Results.

Standards.

Performance Gap.


12/13

Page 12


Employees

To deploy others to achieve these goals.

Responsibility

To achieve these goals through otherscost consciously.

Goals

Objectives to achieve.

(effective)

(efficient)

(management)

Managers Responsibilities?Managers Responsibilities?


13/13

Page 13


performnace evaluation

Documents