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Performance Evaluation Power Point

Performance Evaluation Power Point

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Published by Andrew E. Schwartz
Performance evaluation is a necessary and beneficial process, which provides annual feedback to employees about their job effectiveness and career guidance. Performance Evaluation PowerPoint Presentation Content slides include topics such as: 4 benefits and 11 additional values of performance appraisals, performance interviews, ground rules for performance evaluation, building performance contracts, developing work plans, setting the stage for a performance appraisal meeting, opening and closing your appraisal session, handling poor performance, conducting a feedback meeting, how to conduct a performance appraisal discussion, how to's and more
Performance evaluation is a necessary and beneficial process, which provides annual feedback to employees about their job effectiveness and career guidance. Performance Evaluation PowerPoint Presentation Content slides include topics such as: 4 benefits and 11 additional values of performance appraisals, performance interviews, ground rules for performance evaluation, building performance contracts, developing work plans, setting the stage for a performance appraisal meeting, opening and closing your appraisal session, handling poor performance, conducting a feedback meeting, how to conduct a performance appraisal discussion, how to's and more

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Published by: Andrew E. Schwartz on Feb 03, 2009
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10/12/2012

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Page 1

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Program Objectives (1 of 2)
 An understanding of the

performance management system. how the program works.

 Awareness of the mechanics of  An understanding of the

general interpersonal dynamics involved in the performance appraisal process.
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Program Objectives (2 of 2)
 Practice in conducting each of the

components of an effective appraisal interaction.

 Specific pointers about, and

practice with, performance problems.

 An opportunity to plan how to

transfer the training program skills back to the job.

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A Challenge Please Write a One Sentence Definition of Performance Management

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Quote

“Researchers found that companies that used performance management programs had greater profits, better cash flow, stronger stock market performance, greater stock value and higher sales per employee (or productivity) than companies that didn’t.”

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Quotes
“The function of work is to produce results.” “If people know what they are supposed to do, get feedback on how they are or are not doing it, and get rewarded for doing what they are supposed to be doing, companies will be more likely to get the results they desire.”
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P A G E 1 o f 4

M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L

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N A M E : P R E S E N T P O S IT IO N : D E P A R T M E N T : IM M E D IA T E S U P E R V IS O R :

E M P L O Y M E N T D A T E : T IM E IN P O S IT IO N : L O C A T IO N : D E P A R T M E N T S U P E R V IS O R :

A P P R A IS A L D A T E : L A S T A P P R A IS A L D A T E :

G E N E R A L J O B D E S C R IP T IO N

L I S T M A N A G E R ' S / S U P E R V I S O R 'S M A J O R R E S P O N S I B I L I T I E S I N D E S C E N D I N G O R D E R F R O M P R IM A R Y , T O S E C O N D A R Y , D O W N T O M IN O R F U N C T IO N S .

IM P R O V E M E N T S & A C C O M P L IS H M E N T S

N O T E S P E C IF IC IM P R O V E M E N T S A N D A C C O M P L IS H M E N T S S IN C E L A S T A P P R A IS A L .

C O M M U N IC A T IO N

C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S A B I L I T Y T O T A K IN G IN T O

R E L A T E ID E A S A N D M E T H O D S T O

O T H E R S .

A C C O U N T W R IT T E N A S W E L L A S V E R B A L .

E X C E L L E N T

A B O V E

A V E R A G E

A V E R A G E

R O O M

F O R IM P R O V E M E N T

U N A C C E P T A B L E

Page 7

P A G E 2 of 4

M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L

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C O - O P E R A T IO N /F L E X IB IL T IY

C O M M E N T O N M A N A G E R 'S A B I L I T Y T O W O R K W I T H O T H E R S A S A T E A M .

E X C E LLE N T

A B O V E A V E R A G E

A V E R A G E

R O O M

F O R IM P R O V E M E N T

U N A C C E P T A B LE

L E A D E R S H IP

C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S L E A D E R S H I P Q U A L I T I E S W I T H R E G A R D T O M O T I V A T I O N O F E M P L O Y E E S , A N D L E A D E R S H IP B Y E X A M P L E .

E X C E LLE N T

A B O V E A V E R A G E

A V E R A G E

R O O M

F O R IM P R O V E M E N T

U N A C C E P T A B LE

E N T H U S IA S M

C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S I N T E R E S T A N D C O M M I T M E N T T O C O M P A N Y , G R O U P A N D S E T G O A LS .

E X C E LLE N T

A B O V E A V E R A G E

A V E R A G E

R O O M

F O R IM P R O V E M E N T

U N A C C E P T A B LE

P R O F E S S IO N A L IS M

C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S P R IN C IP A L S A N D O B J E C T IV E S .

P R O F E S S IO N A L C O N D U C T A N D L O Y A L T Y T O

C O M P A N Y

E X C E LLE N T

A B O V E A V E R A G E

A V E R A G E

R O O M

F O R IM P R O V E M E N T

U N A C C E P T A B LE

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P A G E 3 o f 4

M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L

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P R O B L E M S O L V IN G

C O M M E N T O N M A N A G E R 'S A B I L I T Y T O S P O T P R O B L E M S , M A K E D E C I S I O N S A N D F IN D C O M P E T E N T A L T E R N A T IV E S O L U T IO N S .

E X C E LL E N T

A B O V E A V E R A G E

A V E R A G E

R O O M F O R IM P R O V E M E N T

U N A C C E P T A B L E

P L A N N IN G A N D O R G A N IZ A T IO N

C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S S K IL L S .

P L A N N IN G A N D O R G A N IZ A T IO N A L

E X C E LL E N T

A B O V E A V E R A G E

A V E R A G E

R O O M F O R IM P R O V E M E N T

U N A C C E P T A B L E

Q U A L IT Y O F W O R K

C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S Q U A L I T Y O F W O R K P R O D U C E D ; B E T W E E N Q U A L IT Y A N D Q U A N T IT Y ?

IS T H E R E A G O O D B A L A N C E

E X C E LL E N T

A B O V E A V E R A G E

A V E R A G E

R O O M F O R IM P R O V E M E N T

U N A C C E P T A B L E

S U M M A T IO N

H O W

W O U L D Y O U D E S C R I B E E M P L O Y E E 'S O V E R A L L P E R F O R M A N C E ?

C O M M E N T O N C O N T R IB U T IO N

T O G R O U P A N D C O M P A N Y S U C C E S S .

E X C E LL E N T

A B O V E A V E R A G E

A V E R A G E

R O O M F O R IM P R O V E M E N T

U N A C C E P T A B L E

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PAGE 4 of 4

www.ReadySetPresent.com M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L

C A R E E R O B J E C T IV E S

C O M M E N T O N M A N A G E R 'S STRUCTURE.

P O T E N T I A L F O R G R O W T H W IT H I N T H E C O M P A N Y

EXCELLEN T

ABO VE AVERAGE

AVERAG E

R O O M F O R IM P R O V E M E N T

UNAC CEPTABLE

A D D IT IO N A L

IN C L U D E A N Y A D D IT IO N A L C O M M E N T S T H A T Y O U F E E L S H O U L D B E B R O U G H T T O M A N A G E R / S U P E R V IS O R .

A T T E N T IO N R E G A R D IN G

EXCELLEN T

ABO VE AVERAGE

AVERAG E

R O O M F O R IM P R O V E M E N T

UNAC CEPTABLE

AUTHORED BY

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Terms
 Results.  Measures.  Preferred Results.  Aligning Results.

 Objectives.  Weighted Results.  Indicators.  Goals.  Standards.  Performance Gap.
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Manager’s Responsibilities?

Goals
 Objectives to achieve.

 (effective)

Responsibility
cost consciously.

 (efficient)

 To achieve these goals through others

Employees

 (management)
Page 12

 To deploy others to achieve these goals.

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About This Product:
To download this entire “Performance” PowerPoint presentation visit: ReadySetPresent.com
110 slides include: 4 benefits and 11 additional values of performance appraisals, performance interviews, ground rules for performance evaluation, building performance contracts, developing work plans, setting the stage for a performance appraisal meeting, opening and closing your appraisal session, handling poor performance, conducting a feedback meeting, how to conduct a performance appraisal discussion, how to's and more.

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