Performance Appraisal Policy Brief Summary and Sample
Flow of Presentation • Importance of Performance Appraisal Policy • Purpose and Objectives of Performance Appraisal Policy • Scope of Performance Appraisal Policy • Responsibilities • Guidelines to Conduct Performance Appraisal • Scheduled, Grading and Further Actions • Mandatory Actions
Importance of Performance Appraisal Policy
Why organization should have Performance Appraisal Policy
Helps the employees to It creates understand performance the level of oriented work performance environment expected from them
Act as a motivational tool to encourage performance
It supports talent It is backbone management of successor process in the planning organization
Purpose and Objectives of Performance Appraisal Policy Providing review of performance to every employee
Fair conduct of performance appraisal
Trust building among employees
Promote job satisfaction
Scope of Performance Appraisal Policy Performance appraisal policy is applicable to all the employees working in the organization.
Generally the permanent employees are considered for performance appraisal.
Responsibilities Individual employees
Appraisers
Management/ HR Department
•Attend appraisal meetings •Submit the evaluation form •Complete the assigned training courses •Generate proof of achievement •Follow the Personal Development Plan (PDP)
•Conduct appraisal meetings •Provide feedback on performance and behavior •Provide fair grades to the team members •Take action for successor planning •Maintain yearly appraisal data
•Compiling the selfassessment record •Compiling the grades provided by appraisers •Generate the data regarding hike in salary, incentive and bonus for the employees
Guidelines to Conduct Performance Appraisal •Resources should be provided to achieve set objectives or to improve performance •Performance appraisal should be conducted for every employee
•Grading should be centered around the specific job skills •Appraisal process should be thoughtful and meaningful
•Managers should encourage discussion on achievements, potential and aspiration of team members •Performance, behavior and contribution score should be calculated in fair manner
Scheduled, Grading and Further Actions
• Scores Salary hike, are calcu incentives lated against and the set are bonus objectives provided as per • Salary hike, are calcu incentives lated against and • Scores Three important overall performance scores scoarere the set are bonus objectives provided as per •• Training performance sessio score, n scores are behavior suggested Three overall important performance scoarere score theand poor essential performance skill • for performance Training sessio score, n are behavior suggested compliance score score for theand poor essential performance skill compliance score
• Twice a year •• Month Twice a of year March • and Month of March September and September
Further
Further Scheduled Grading Action Scheduled Grading Action
Mandatory Actions
Submission of appraisal forms and grading before deadline
Providing proofs of achieveme nts
Verificatio n of scores
Assessme nt of score and grade generation
Clarificatio n about grades from grievances cell
Thank You