A performance appraisal carried out for professional and
administrative personnel and a confidential employee performance
appraisal contains the names and job titles of employees and the
department for which they work. It also states the names of the
appraisers and their job titles. Performance appraisal sheets are
normally divided into three main topics that are, evaluation or job
performance area, ratings, and comments. The evaluation area comprises
of various factors. These factors include job knowledge, professional
competence, and managerial ability. Apart from these, productivity,
quality of work, problem solving ability, communication, and initiative
are also areas that need evaluation. Factors such as attitude and
cooperation, personal leadership, adaptability, and self-improvement
also cannot be ignored while evaluation.
Based
on the appraisals, professional and administrative personnel can be
rated as outstanding, excellent, acceptable, marginal, or deficient. The
comments section contains improvements, suggestions, goals to be
achieved, potential of employees, etc. Performance appraisals show the
overall effectiveness of employees in their job performance, that is, it
is a summary of all comments. Plans for professional growth is a
section that supervisors and employees should develop cooperatively.
This section includes additional responsibilities, management
opportunities, special courses, committee assignments, etc. While
evaluation, it is advisable to give examples of strengths and weaknesses
of the employees as and when possible.
Confidential employee performance appraisals also contain other job requirements such as focusing on specific needs of business or needs for individual improvement, public contact, ability to stay within cost guidelines, etc. They also give a performance summary, which shows the employee's outstanding and strongest points, employee's shortcomings and weaknesses, and specific accomplishments and changes since last performance review. They also help in deciding goals for improvement, that is how the employee can be more effective and what additional training can be helpful.
Performance appraisals also have an employee feedback section. This section contains the employee's most important accomplishments on the job, weakest job performance areas, areas in need of improvement, and other work concerns they would like to discuss. It also provides the date scheduled for the next review and the areas targeted for improvement.
Confidential employee performance appraisals also contain other job requirements such as focusing on specific needs of business or needs for individual improvement, public contact, ability to stay within cost guidelines, etc. They also give a performance summary, which shows the employee's outstanding and strongest points, employee's shortcomings and weaknesses, and specific accomplishments and changes since last performance review. They also help in deciding goals for improvement, that is how the employee can be more effective and what additional training can be helpful.
Performance appraisals also have an employee feedback section. This section contains the employee's most important accomplishments on the job, weakest job performance areas, areas in need of improvement, and other work concerns they would like to discuss. It also provides the date scheduled for the next review and the areas targeted for improvement.
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