HUMAN RESOURCE

MANAGEMENT
PERFORMANCE
EVALUATION PROCESS
Cristine Del Castillo
BSBA 2-P
 Steps on a new Performance Evaluation
The steps that I used to develop a new performance evaluation system are the following:
1. Develop an evaluation form - It is the first step to take a performance evaluation system. Performance evaluation should be
conducted fairly, consistently and objectively to protect your employees’ interest and to protect your practice from legal liability.
2. Identify performance measures - the next step is identify performance measures which allow you to evaluate an employees job
performance objectively, can cut the down in the amount of time and stress involved in filling out the evaluation form.
3. Set guidelines for feedback - Feedback is what performance evaluations are all about. So before you implement your performance
evaluation system, make sure that everyone who will be conducting evaluation knows what kind of feedback to give it and how to
get it from the employee in return.
4. Create disciplinary and termination procedures – In some cases, even after through performance evaluation and a discussion of
expected improvements, an employee will continue to perform poorly. You need to be prepared to handle such a situation by having
a well-defined, written disciplinary and termination procedures in place.
5. Set an Evaluation Schedule - Once you built your performance evaluation system the evaluation form, the performance measures,
the feedback guidelines and the disciplinary procedures you just need to decide when to conduct the performance evaluations.
 The source, type of the rating system and the criteria plans
for each job in this performance evaluation will define on
how to use it in evaluation
Customer service- because customer ratings, the average time taken for each complain, number of
complaints executed in a day/month. An ideal average should be prepared that could be used for comparison.
Delivery manager- delivery team performance metrics discussed should be aggregated. Leadership variable
and cost of per capita delivery should be evaluated and given weights to calculate performance evaluation.
Warehouse manager - it is cost of inventory, movement of goods and availability of items.
Marketing and technology manager – marketing plan and it’s execution, advertising cost and using
technology to cut costs.
Delivery drivers- customer ratings and feedback on a scale of 1 to 5, the average time taken for delivery, no.
of deliveries in a day/month. An ideal average should be prepared that could be used for comparison.