Performance
9 Management and
Appraisal
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I.
Describe the appraisal
process.
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Basics of Performance
Appraisal
• The performance appraisal process steps
1. Sets work standards
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2. Assesses performance
3. Provides feedback to the employee
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Why Appraise Performance?
Five reasons:
1. Used for pay, promotion, and retention
decisions
2. Links performance management to
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company goals
3. The manager can correct deficiencies
and reinforce strengths
4. With appraisals employee’s can review
career plans
5. Training needs are identified
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Who Should Do the Appraising?
1. Peer Appraisals
2. Rating Committees
3. Self Ratings
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4. Appraisal by
Subordinates
5. 360-Degree
Feedback
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Techniques for Appraising
Performance
1. Graphic Rating Scale
2. Alternation Ranking4-
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3. Paired Comparison
4. Forced Distribution
5. Critical Incident Method
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Techniques for Appraising
Performance continued
6. Narrative Forms
7. Behavior Anchored 4-
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Rating Scale
8. Mixed Standards Scales
9. Management by
Objectives (MBO)
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Electronic Performance
Monitoring
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III.
Give examples of
potential 4-9appraisal
problems and how to deal
with them.
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Dealing with Rater Error
Appraisal Problems
• Potential appraisal problems
o Unclear standards
o Halo Effect
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o Central Tendency
o Leniency or Strictness
o Recency Effects
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IV.
List steps to 4-9take in the
appraisal interview.
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Managing the Appraisal Interview
• Appraisal Interview – an interview in which
the supervisor and subordinate review the
appraisal and make plans to remedy
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deficiencies and reinforce strengths.
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How to Conduct the
Appraisal Interview
• Prepare
• Plan
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• Measure Success
• Date to Complete
• Coach
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Guidelines to Conducting
the Appraisal Interview
o Objective data
o Don’t get personal
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o Encouragement
o Agreement
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How to Handle a Defensive
Subordinate
• Recognize behavior
• Never Attack defenses
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• Postpone Action
• Recognize Limitations
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How to Handle a Formal
Written Warning
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Performance Management
• Performance Management – is the
continuous process of identifying,
measuring, and developing the
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performance of individuals and teams and
aligning their performance with the
organization’s goals.
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