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The best performance appraisal systems are based
on: Written – describing the
specific actions the person did/does relating to each item on their
job description (assuming it’s up to date) and this needs to include
the organization mission, vision, and values (should be on every job
description).
Verbal – use the time together once a
year or however often you do it to talk about what the person is
planning on doing this year, what things have been keeping them from
being as productive as they need to be, what they’re great at and how
to play those areas up, what they suggest the manager can do to
improve, how the organization can improve. Both employee and manager
should come in to this conversation with their form filled out and
then add to it after the discussion – add any new info/changed info
re: their actions relating to their job description, mission, vision,
values and then add the specific, measurable goals agreed on and
action plan they wrote to get there.
Ongoing – have monthly
(or quarterly at
least) written (in person is the best) updates on progress toward
goals. |
