1. Presentation date: 16 August 2010
PERFORMANCE REVIEWS
Presentation date:
16 August 2010

3. Contents Introduction Methods Performance Contract The Review process
Personal Development Plan
Benefits & Challenges
Recommendations
Conclusion

4. Introduction
Performance review is a process that helps the employer and the employee to communicate in order to identify employee’s needs to improve on their production and their career aspirations.

5. Purpose To support organizational goals
To enhance employee growth and development
To support the employee needs analysis process through communication.
To increase the employee level of satisfaction to the highest possible degree.

6. Performance reviews are not meant to sabotage employees in organisations!

7. Methods
360 Degree performance appraisal

8. Methods (cont.) Management by objectives (MBO)
Critical Incident Methods
Behaviourally anchored rating scales
Performance Ranking Scales

9. Performance Contract
The content of a performance agreement must include the following:
PART 1: Employee Personal Information:
Location
Employee No
Current Notch [Salary]
Period of Agreement
Job Description

10. Performance Contract (cont.)
PART II: A Work plan
Containing specified outputs associated activities and the performance measures.
The work plan also provides for the inclusion of Generic Assessment Factors for employees

11. Process

12. PERFORMANCE REVIEW PROCESS
Process (cont.)
PERFORMANCE REVIEW PROCESS

13. Personal Development Plan
PDP addresses the identified areas of concern
It clarifies gaps that exist between the required competency profile and actual competencies needed
The PDP should relate to the core duties and responsibilities of the job
Identifies the training and development needs

14. Benefits Motivation and Satisfaction Training and Development
Recruitment and Induction
Employee Evaluation

15. Challenges Determining the evaluation criteria
Create a rating instrument
Lack of competence
Errors in rating and evaluation
Resistance
Subjectivity
Honesty
Biasness

16. Recommendations
Ensure that the performance review is aligned with the objectives of organizational business plan
A Performance review must be used as a tool of encouraging teamwork
It should encourage and promote a development mentoring but result oriented management style

17. Recommendations (cont.)
It should continuously develop every individual to maximize their job satisfaction
It should be a tool to justify promotions
Performance review strategy should be reviewed regularly to ensure that it is done accordingly by immediate managers.

18. Conclusion
In principle, performance reviews would work towards achieving the goals as mentioned above but practically, organizations do not apply the performance review principles as required. Instead, they are used for the purpose of performance bonuses.

19. References
Gordon, C Case Study Barrows Bank: Dealing with the poor performer. Business Day. 6, April 23.
Olson, R.F Performance Appraisal: A Guide To Greater Productivity. Canada: John Wiley & Sons Inc.
Smither, J.W. (Ed) Performance Appraisal: State of the Art in Practice. San Francisco: Jossey-Bass Inc.
Whisler, T.L. & Harper, S.F Performance Appraisal: Research and Practice. New York: Holt, Rinehart & Winston Inc.
Maylett, Tracy M., EdD, Pepperdine Univ, 2005 Abstract, Retrieved May
Atkins, P., & Wood, R. (2002). Self-versus others' ratings as predictors of assessment center ratings: Validation evidence for 360-degree feedback programs. Personnel Psychology, 55(4), 871–904.
Bracken, D.W., and Paul, K.B. (1993). The effects of scale type and demographics on upward feedback. Paper presented at the Society for Industrial and Organizational Society Annual Conference, May, San Francisco, CA.
Bracken, D.W., Dalton, M.A., Jako, R.A., McCauley, C.D., & Pollman, V.A. (1997). Should 360-degree feedback be used only for developmental purposes? Greensboro, NC: Center for Creative Leadership.
Bracken, D.W., Summers, L., & Fleenor, J.W. (1998) High tech 360. Training & Development, August.

20. References
Brethower, D. (1972) Behavior Analysis in Business and Industry: A Total Performance System. Kalamazoo, MI: Behaviordelia Press