Performance Management Process: An Effective Performance Appraisal Process

PERFORMANCE APPRAISAL PROCESS

An effective Performance Appraisal Process begins with a Performance Management Process that both evaluates and measures individual employee performance and optimizes productivity by ensuring that employee’s actions align with company objectives. It provides for transparency and clarifies accountability with regard to performance expectation while offering the opportunity to document progress that supports compensation and career planning decisions. All performance evaluations are to be conducted fairly and objectively with consistency to protect both employees’ and our company’s interests. We will use a standard evaluation form that focuses on core values and objectives while limiting the focus to essential job

This process directly links individual performance with organizational performance by facilitating individual professional growth. By directly addressing development opportunities, employee development is realized, whereby the company achieves higher levels of success in its pursuit of continuous improvement and other strategic business objectives.

This competency-based process provides each employee with the opportunity to manage their own performance, from completing their performance plan on through the tracking process, reviewing actual performance against the performance plan, and participating in performance planning and reviewing discussions. By managing their own performance, the employee gains a higher degree of commitment to achieving results that align with and contribute to the company’s overall success.

Globally implemented, this process supports a corporate culture in which all employees are empowered. This empowerment refers to employees’ personal responsibility for establishing and achieving the measurable objectives that describe the primary responsibilities of their position, the competencies or skill sets necessary to achieve these objectives, and the developmental activities that will improve skills and enhance levels of success within the company.

III.

PROCEDURE

A. Corporate Information

Senior Management identifies corporate goals and divisional strategies for the subsequent year, passing this information on throughout the company no later than December 31 of the current year.

B. Planning Phase

Employees and leaders work together to establish measurable objectives that describe the primary responsibilities of their position and support the corporate goals and divisional strategies as communicated. Employees and leaders identify the competencies or skill sets necessary to achieve these objectives and the developmental activities that while improve skills and enhance levels of success. The Core Competencies List (Attachment B) provides groups of competencies upon which to focus. This planning phase is to be completed no later than January 31 of each year.

C. Tracking Phase

Employees and leaders both track progress throughout the performance period by collecting data and seeking and providing feedback. Leaders reinforce successful performance and provide appropriate coaching as required through informal discussions. Employees initiate, attend, and participate in scheduled interim reviews at times determined during the planning phase.

D. Reviewing