1. Performance Appraisals

2. Performance Appraisals
Performance Appraisal is the process of formally evaluating performance and providing feedback to a job holder.
Job performance is measured as the quantity and the quality of tasks an individual accomplishes.
A performance management system establishes:
performance standards for employees,
regularly assesses actual performance,
takes action to improve future performance.

3. Performance Appraisals
A performance appraisal is a process in which:
an employee's work is discussed,
reviewed,
appraised by his/her manager using an agreed upon and understood framework.
conducted once a year
Usually, the employee and manager both complete a performance appraisal form and then have a face-to-face meeting to discuss the employee’s performance. The focus of the appraisal process should always be on behaviors and outcomes, with the goal of improving motivation, growth, and performance of the employee. Performance appraisals are normally conducted once a year.
However, good managers provide their employees with constant feedback throughout the year. Managers should never “save up” all of the negative things an employee does throughout the year and then “dump” on the employee at the performance appraisal meeting. Likewise, employees should not have to wait until performance appraisal time to receive praise and positive feedback from their manager.

5. Five Biggest Mistakes
Mistake #1: Waiting For The Performance Appraisal To Give Feedback 
Mistake #2: Overemphasizing Recent Performances 
Mistake #3: Being Too Positive Or Negative
Mistake #4: Being Critical Without Being Constructive
Mistake #5: Talking Not Listening
Mistake #1: Waiting For The Performance Appraisal To Give Feedback  This is the biggie, and all too common. It's where a manager fails to give someone adequate feedback on their performance during the year, and then dumps it on them in the performance appraisal meeting.
Unfortunately, the feedback is almost always negative, so the employee ends up sitting there in shock -- at best, wondering why his or her manager didn't say something sooner; at worst, feeling unjustly victimized.
And you have to wonder -- how can a manager expect an employee to do the right things, the right way, if the manager hasn't provided any guidance or feedback all year?
The solution: make it a habit to tell your employees if they've done a good or poor job, and if it's a poor job, explain how they can do things better in the future.
There should be no surprises in the performance appraisal!
Mistake #2: Overemphasizing Recent Performances  It's all too human to remember, and give greater weight, to recent events rather than earlier events. However, this can lead to an inaccurate and unfair assessment when it comes to reviewing an employee's performance.
To avoid overemphasizing an employee's recent work, take note -- and ideally take notes -- of the employee's work throughout the year.
Mistake #3: Being Too Positive Or Negative  Some managers feel uncomfortable giving negative feedback and consequently, can omit to give employees the constructive criticism they need to improve. And then there are other managers who are instinctively too negative, leaving the employee wondering if they can do anything right!
While, as a manager appraising someone's performance you should give your honest opinion, you also want your employee to understand and appreciate what you're saying.
So instead of being too positive or negative -- which can result in the employee not believing what you say -- think about the impact on the employee you want, and communicate your feedback accordingly.
Mistake #4: Being Critical Without Being Constructive  Following on from Mistake #3, some managers can be too critical and neglect to provide any constructive advice on how an employee can improve.
This doesn't help the employee or the manager. Even if your criticisms all have merit, if you don't explain how the employee can improve, he or she is likely to miss the validity of what's being said and simply think he or she is being victimized. Not to mention the fact that his or her performance won't actually improve.
So if you need to be critical, be constructive too!
Mistake #5: Talking Not Listening  The final big mistake that managers make in performance appraisals is doing too much talking and not enough listening.
These meetings are supposed to be interactive -- where the manager doesn't simply relay his or her own appraisal of the employee's performance during the year, but also listens to the employee's viewpoint.
If, for example, you have criticized the individual's performance, it's not only fair, but important, to get the employee's response as to why he or she may have underperformed.
Moreover, a key objective of the performance appraisal is to agree on goals for the following year. How can there be true agreement and commitment to such goals, if you don't learn the employee's point of view?
As you've probably gathered, you can avoid these five mistakes -- it just takes a little effort. It's certainly worth it, if you think employee satisfaction, productivity and performance are important!

6. Performance Appraisal Methods
Graphic-Rating Scale
consists of a checklist of the performance characteristics/objectives that are each rated with a numerical score.
quick and easy,
does not always provide reliable or particularly useful data

8.
Angels

9. Performance Appraisal Methods
Behaviourally Anchored Rating Scale (BARS)
describes actual behaviours for each level of performance.
more reliable than a graphic rating scale,
takes much more work to prepare
the manager must:
break the job down into its key performance tasks;
identify the range of possible behaviours that can be displayed while performing each task;
place behaviours on a scale ranging from unsatisfactory performance to outstanding performance and describe examples of typical behaviour for each rating point; and
assess employees using these scales. 

11.
Fire Kid

12. Performance Appraisal Methods
360° Feedback
involves feedback from a much wider group of people than just the employee’s supervisor in the appraisal process.
It includes:
feedback from managers,
peers,
subordinates,
customers.
The term 360° feedback comes from the analogy to a compass: a circle with 360 points of reference used to determine and monitor direction. 360° feedback provides performance data from multiple points of reference, not just one. Like a compass, it is a navigational tool that more accurately lets us know when we are on or off course. It can fill the gaps that invariably exist between how you see yourself and how others see you.
can be very useful for assessing team performance and the performance of managers.
often done with the use of technology to gather the data and analyze the results.

13. Example of 360 questions Leadership
Does this employee exhibit leadership qualities in the roles he plays in the company?
If so, can you provide examples of how he positively contributes through his leadership?
If not, how can the employee improve his leadership?

14.
IKEA

15. Performance Appraisal Methods
Critical-Incident technique
Keeps a log of someone’s effective and ineffective job behaviours

16. Performance Appraisal Methods
Multi-person Comparison
Compares one person’s performance with that of others
Trait: ‘Quantity of work'
Table: Employee Rated
          As compared to         A        B       C       D        E
   A             +        –        +        –
   B            –         +        –        +
   C             +        –        +        –
   D              –        +        –       –
   E              +        –        +        +

17.
Survive commercial

18. MANAGEMENT BY OBJECTIVES (MBO)
Involves setting specific measurable goals with each employee and then periodically reviewing the progress made.
1. Set the organization’s goals.
2. Set departmental goals.
3. Discuss departmental goals.
4. Define expected results (set individual goals).
5. Performance reviews.
6. Provide feedback.

19.
Honk

20. Think of a situation at work or at school when someone appraised your performance and you had a positive experience. Now, think of another time when you had a negative experience of a performance appraisal. In both cases, try not to focus on whether your performance ranked highly or poorly, but rather on how the process of being evaluated made you feel.
Explain what makes a performance appraisal experience positive for you.
Explain what makes a performance appraisal a negative experience.
Do you think there are any lessons that schools can learn from the way that businesses do performance appraisals?
Do you think there are any lessons that businesses can learn from the way that schools do performance appraisals?
Share your responses in a class discussion with your peers.