The performance assessment often includes both the core competencies required by the organization and also the competencies specific to the employee’s job. The appraiser, often a supervisor or manager, will provide the employee with constructive, actionable feedback based on the assessment. This in turn provides the employee with the direction needed to improve and develop in their job. Based on the feedback, a performance appraisal is also an opportunity for the organization to recognize employee achievements and future potential.

The purpose of a performance appraisal is two-fold: It helps the organization to determine the value and productivity that employees contribute, and it also helps employees to develop in their own roles. Benefit for organization Employee assessments can make a difference in the performance of an organization. They provide insight into how employees are contributing and enable organizations to: Identify where management can improve working conditions in order to increase productivity and work quality.

Address behavioral issues before they impact departmental productivity. Encourage employees to contribute more by recognizing their talents and skills. Support employees in skill and career development. Improve strategic decision-making in situations that require Layoffs, succession planning, or filling open roles internally.

Performance appraisals are meant to provide a positive outcome for employees. The insights gained from assessing and discussing an employee’s performance can help benefit for employee recognize and acknowledge the achievements and contributions made by an employee. Recognize the opportunity for promotion or bonus identify and support the need for additional training or education to continue career development. Determine the specific areas where skills can be improved.

Motivate an employee and help them feel involved and invested in their career development. Open discussion to an employee’s long-term goals.

How to organize a performance appraisal?

Conducting a performance review with an employee requires skill and training on the part of the appraiser. The negative perception that is often associated with the performance appraisal is due in part to a feeling of being criticized during the process. A performance appraisal is meant to be the complete opposite. Often, the culprit is in the way the appraisal is conducted via the use of language. The way the sender of a message uses language determines how the other person interprets the message once received. This can include tone of voice, choice of words, or even body language. Because a performance appraisal is meant to provide constructive feedback, it is crucial that appropriate language and behavior are used in the process. Human Resources (HR) are the support system for managers and supervisors to be trained in tactfully handling the appraisal process.

The performance appraisal process:

The assessment process is usually facilitated by Human Resources, who assist managers and supervisors in conducting the individual appraisals within their departments.

An assessment method should be established. Required competencies and job expectations need to be drafted for each employee. Individual appraisals on employee performance are conducted. A one on one interview is scheduled between the manager and employee to discuss the review. Future goals should be discussed between employee and manager. A signed-off version of the performance review is archived. Appraisal information is utilized by human resources for appropriate organizational purposes, such as reporting, promotions, bonuses or succession planning.

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PERFORMANCE MANAGEMENT by ROBERT BACAL (Read on November 2023)