Equal Opportunity Coaching and Comparing your

support subordinates actual

Within the context of
performance to the
labor and employment Performance
standards that have
laws, equal opportunity assessment (appraisal)
been set; this usually
generally means that
Rewards, recognition, involves some type of
employers won't
and compensation rating form.
discriminate against
applicants based on Workflow and Providing feedback
such non-job-related process control and
Discussing the
factors as age, return
subordinates
disability, national
Comparing performance and
origin, race, religion
Performance Appraisal progress, and making
and sex. However, an
and Performance plans for any
employer that's
Management development required.
committed to equal
opportunity also Performance Designing the Appraisal
commits to fair appraisal Tool
employment practices
throughout the entire Evaluating an What to measure?
employer-employee employees current
Work output (quality
relationship. For and/or past
and quantity)
example, something as performance relative to
simple as posting job his or her performance Personal
vacancies in-house standards. competencies
before publicly
Performance Goal (objective)
advertising them gives
management achievement
current employees the
first shot at promotion The process How to measure?
or transfer employers use to make
opportunities before Graphic rating scales
sure employees are
external candidates. working toward Alternation ranking
organizational goals. method
The Components of an
Effective Performance Steps in Appraising MBO
Management Process Performance
Performance Appraisal
Direction sharing Defining the job Methods
Role clarification Making sure that you Graphic rating scale
and your subordinate
Goal alignment A scale that lists a
agree on his or her
Developmental goal duties and job number of traits and a
setting standards. range of performance
for each that is used to
Ongoing performance Appraising identify the score that
monitoring performance best describes an
employees level of
Ongoing feedback
performance for each 15% low performers Electronic
trait performance
Narrative Forms
monitoring (EPM)
Performance Appraisal
Management by
Methods (contd) Having supervisors
Objectives (MBO)
electronically monitor
Alternation ranking
Involves setting the amount of
method
specific measurable computerized data an
Ranking employees goals with each employee is processing
from best to worst on a employee and then per day, and thereby
particular trait, periodically reviewing his or her performance
choosing highest, then the progress made.
Potential Rating Scale
lowest, until all are
1.Set the organizations Appraisal Problems
ranked.
goals.
Unclear standards
Paired comparison
2.Set departmental
method An appraisal that is
goals.
too open to
Ranking employees by
3.Discuss departmental interpretation.
making a chart of all
goals.
possible pairs of the Halo effect
employees for each 4.Define expected
Occurs when a
trait and indicating results (set individual
supervisors rating of a
which the better goals).
subordinate on one
employee of the pair is.
5.Performance reviews. trait biases the rating
Performance Appraisal of that person on other
Methods (contd) 6.Provide feedback traits.
Forced distribution Computerized and Central tendency
method Web-Based
Performance Appraisal A tendency to rate all
Similar to grading on a employees the same
curve; predetermined Performance way, such as rating
percentages of ratees appraisal software them all average.
are placed in various programs
Who Should Do the
performance Keep notes on Appraising?
categories. subordinates during the
year. The immediate
Example:
supervisor
15% high performers Electronically rate
employees on a series Peers
20% high-average of performance traits.
Rating committees
performers
Generate written text
Self-ratings
30% average to support each part of
performers the appraisal. Subordinates
20% low-average 360-Degree feedback
performers
Specific The increase provides Realistic Before
objective specifies something to measure setting a 12 month
what the firm would progress against. deadline the firm
like to achieve by assessed whether it
Achievable Before
stating that the firm was possible (realistic)
setting the objective
would like to increase to increase their
the firm examined its
market share. market share to 3%
marketing environment
within 12 months.
Measureable The and the firm's
objective states that capabilities in order to Time Scaled The
the firm would like to assess what increase in timescale for this
increase its market market share was objective is 12 months.
share by 3%; stating achievable.
the percentage