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Performance Appraisal Goals Examples
Performance Appraisal Goals Examples
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going outside company policies to satisfy customers or keep calls short, use a goal like "maintain
quality monitoring scores at or above 90 percent monthly."
Exempt Individual Contributors
Exempt employees who operate as independent contributors rather than managers have different
work requirements and different objectives than non-exempt employees and management staff.
These individuals may manage projects, analyze business data or create technical documents.
Their work is less readily measured using conventional operations metrics, and their success
relies more on effective teamwork, organization skill and project management ability.
For a project manager, create a goal like "meet agreed-upon project milestones at least 85 percent
of the time." Another goal for such an individual could be "achieve ratings of Satisfactory or
higher from project stakeholders at least 90 percent of the time." To incorporate the financial
aspect of a project manager's role, which is usually a key outcome for a business, include a goal
such as "meet departmental net benefit goals at least 95 percent of the time for implemented
projects." While project managers do not always have control over the financial aspects of the
processes they work on, they should be held responsible for making the decision to cancel a
project that is not in the company's best interest.
Managers
Managers with direct reports are accountable not only for the work they do but also for the
performance of their teams. They also have responsibility for specific management tasks, such as
supervising employees, handling conflicts and coordinating resource allocation. Managers
typically have the authority to change processes and influence or change policies to
accommodate changing business needs and customer requirements. Therefore, their goals need to
reflect expectations regarding overall business performance in their area as well as the
development of their staff. In setting goals for a manager, consider that you are essentially setting
goals for the business area the individual runs.
For example, give the manager of a technical support group a goal such as "achieve customer
satisfaction scores department-wide of 90 percent or above." To accommodate the employee
development component, use an objective like "create and maintain succession plans for at least
80 percent of critical employee positions" or "achieve promotion rate in the top quartile of all
managers."
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1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.