Effective Performance Appraisals

Performance accountability is a communication practice by which managers are accountable for establishing and adjusting performance expectations and job goals, identifying development opportunities, giving ongoing feedback, coaching, recognizing, and evaluating performance results. Many organizations and supervisors miss the profound opportunity to use performance appraisals to grow, develop and motivate staff. Managers typically dread completing these and administering them and many employees just see it as a necessary evil as a means to the end for a merit increase.

Explore this best practice and move mountains on changing the culture, employee expectations and supervisory proficiency on properly evaluating their direct reports. Start providing thought that effective management of performance is more than just an annual performance appraisal. It is a commitment by leadership to a year-round feedback and clarification of expected performance.

Basic

  • Assessment of current appraisal philosophy, approach, forms, wage schedules and benefits

  • Identification of current or newly developed work plan goals (agency, department, individual)

  • Identification of core values of organization to align with performance competencie

Intermediate

  • Creation or revision of expectation definitions, rating system and performance appraisal documents

  • Template use in development of a Performance Appraisal Supervisor Handbook

Advanced

  • Assessment of current supervisory performance core competencies and cross referencing with current job descriptions

  • Workshop for training of new performance appraisal system and documentation

  • Full final report of findings and recommendations towards an effective, consistent, and sustainable performance appraisal system

This service will provide organizational leadership with an opportunity to enhance and increase the effectiveness of the challenges typically faced in evaluating employee performance and managing performance deficiencies. It will also provide alignment and sound rationale to set levels of expectations in both core competencies and work plan goals. Supervisors will learn and excel at using this critical moment to not only gauge and communicate performance trends, but also set the stage for the upcoming year and be comfortable administering constructive feedback and equitable compensation for achievement which will award and recognize high performers and retain them through mutual respect, but also motivate and incentivize lower performers.