Performanc

e Appraisal
GROUP 1
Synopsis of Sweetwater U
Appraisal was tied to salary increase given at the end of the year.

Rob Winchester recommended for forced distribution.

Went to Performance appraisal experts for suggestions.

Recomendation1: Form is insufficient.

Recommendation2: Revoke earlier memo.

Recommendation3: Do not tie appraisal to salary increase.

Would recommendations of expert get
admins to fill out forms?
It is right but not sufficient.

Leniency bias

No continuous appraisal, hence recency and primacy bias.

Additional Recommendation: Continuous appraisal

Change in Graphical?
 Graphical method should be kept but with modifications.

Develop performance standards based on job description and specification.

Supervisors can maintain a critical incident logs.

New performance appraisal system
Year end appraisal – Graphical method

Continuous – MBO with 3 levels of appraisal.

Market salary survey.