Performance Appraisals

How to Conduct Effectively

 Session Objectives
You will be able to:
• Identify the importance and benefits of PAs
• Assess and prepare necessary
documentation
• Set motivational performance goals
• Plan for effective appraisal interviews
• Conduct fair and beneficial appraisals
• Avoid discrimination charges

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 Session Outline
• Importance and benefits of appraisals
• Avoiding discrimination
• Measuring and documenting performance
• Setting performance goals
• Preparing for and conducting appraisal
interviews
• Dealing with different levels of performance

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 Why Appraisals Are Important
• Recognize
accomplishments
• Guide progress
• Improve performance

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 Why Important (cont.)

• Review performance
• Set goals
• Identify problems
• Discuss career advancement

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 Appraisal Benefits
Appraisals offer the
company:
• Documentation
• Employee
development
• Feedback
• Legal protection
• Motivation system

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 Appraisal Benefits (cont.)
Appraisals offer
employees:
• Direction
• Feedback
• Input
• Motivation

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 Appraisals and Discrimination
• Title VII
• ADA
• Other fair employment
laws

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 Discrimination (cont.)
• Failure to communicate standards
• Failure to give timely feedback
• Failure to allow employees to correct
performance
• Inconsistency in measuring performance
• Failure to document performance objectively

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 Appraisal Background
• Questions?

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 Appraisal Forms
• Define performance expectations
• Describe measurement tools
• Use a rating system
• Cover specific examples
• Set measurable goals

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 Measure Performance
Measurement systems
need to be:
• Specific
• Fair
• Consistent
• Clear
• Useful

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 Measure Performance (cont.)
Systems can be:
• Numerical
• Textual
• Management by
Objective (MBO)
• Behavior oriented

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 Document Performance
• Make sure documentation is objective
• Document performance of all employees
• Provide complete and accurate information
• Document performance on a regular basis

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 Set Goals
• Based on job
requirements
• Realistic
• Measurable
• Observable
• Challenging
• Prioritized

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 Employee Input
• Employees take an
active role:
• Setting goals
• Designing action plans
• Identifying strengths and
weaknesses
• Employees participate
in the performance
appraisal meeting

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 Preparation
Employees:
• Review performance
• Think about new goals

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 Preparation (cont.)
Supervisors:
• Review performance
• Complete written appraisal
• Think about new goals
• Schedule time and place

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 Start the Meeting
• Lay out agenda
• Talk about money
• Encourage input
• Give good news first

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 Presentation Tips
• Focus on the
professional
• Give objective
examples
• Invite response
• Listen actively
• Create “we” mentality

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 During the Meeting
Review performance:
• Based on previous goals
• Noting strengths and accomplishments
• Identifying areas for improvement

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 During the Meeting (cont.)
Set goals:
• Based on company
goals
• Building on areas that
need improvement

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 End the Meeting
• Encourage good
performance
• Lay out action plan
• Communicate outcome
of goals not met
• Confirm understanding

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 Appraisal Process
• Questions?

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 Continuous Feedback
• Formal appraisals
• Informal appraisals
• Open communication

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 Recognize Good Performance
• Verbal
• Public
• Tangible
• Monetary

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 Identify Poor Performance
• Act early
• Take the right
approach
• Deal with employee
reaction
• Handle continued poor
performance

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 Discipline Poor Performance
• Recognize problems
• Talk with employee
• Follow company policy

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 Handle Hard Cases
• Reviewing highly
emotional employees
• Rating former peers

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 Key Points to Remember
• You must conduct objective appraisals on a
scheduled basis
• Appraisals tell employees how they’re doing
and how they can improve
• Appraisals help create a system of
motivation and rewards based on
performance

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