The Purpose of Performance Management and How the Schools Approach May be Influenced by Motivational Theory

The Purpose of Performance Management and How the Schools Approach May be Influenced by Motivational Theory

Performance management examines how and why employees are appraised.

All managers are properly trained how to do it. The jobholder's

immediate superior carries out performance appraisals. The person who

appraises is called the appraiser and the person being appraised is

the appraisee.

The usual procedure is the appraiser writes an appraisal report of the

appraisee, which includes an examination of the strengths and weakness

of the employee, the advise given to the employee in relation to the

future performance this includes praise for strengths and helpful

criticism. Also an action plan for the next few months should be

planned.

The appraiser discusses this with the appraisee. This could be as

follows:

Ø An open appraisal where the appraisee can discuss the appraisal.

Ø Two-way appraisal where the appraisee does an appraisal of himself

or herself.

Ø 360-degree appraisal this is when the appraisee is appraised by all

the people they deal with.

An appraisal normally takes place once or twice a year some times

every 3 months the more often it is done the better.

Benefits are:

Ø Helps identify training needs

Ø It can reveal other problems

Ø It can untap useful new skills

Ø Improves communication between managers and employees.

Ø Provides disciplinary documentation.

Ø Helps to fix pay rises.

Every year or every six months managers should interview their staff

and review their pay this gives managers a chance to reward employees

and to thank them for doing a good job.

In more recent years reviews have been associated with the system of

performance related pay. Managers must examine the individual's

performance by reference to performance benchmarks. This will enable

them to see how far above or below that benchmark an employee is

performing. This then determines what pay rise the individual will

get.

Some organisations will only give a rise in the individual review for