| Developing a Performance Appraisal System| | Kerwin Johnson 4/17/2011 HSM/220 Fedder Williams Axia College of the University of Phoenix| | | | The purpose of a performance appraisal system is too help both the organization and the employee.
In order for an organization to know and understand the value of the abilities that their employees have a system needs to be in place. This system should also let the employee understand where his abilities have positioned him within the organization. The motivation of employees is an on-going process, and can delivered in different formats such as daily coaching, weekly, monthly, or even yearly evaluations. This will allow for steady employee growth in productivity and effectiveness. The purpose is to help maintain this effectiveness and growth within the organization.
Performance appraisal systems benefit organizations on a continuous basis by providing much feedback that can be utilized to make organizational changes for the future or in the present. There is, says Dulewicz (1989), “a basic human tendency to make judgments about those one is working with, as well as oneself. ” Appraisal is inevitable in our world and without structure to the appraisal system; employees and their work will be judged informally. Appraisal systems should contain many elements to make them effective.
The criteria that a good appraisal system should contain are personnel criteria, economic criteria, counseling criteria, and acceptance criteria. These criteria will make the appraisal process successful for both the organization and the employee who the appraisal is for. The element of personnel criteria is effective in research and allocating merit, and documentation and future training for the organization. Economic criteria allows for the organization to determine and understand its funding situation for cost effectiveness, raises, and training.
Counseling criteria will allow for feedback between the organization and the employee which can be used to determine the merits that the employees will receive. Acceptance is equal on both sides, the employee and the organization, because it is based on sound results or findings which is used to rate the employee during the appraisal. The four elements that can best define and establish effective appraisal systems are setting objectives, manage performance, perform the appraisal, and provide feedback and merit as needed.
Setting objectives is when you as management decide what you want from employees and agree to it. Managing the performance of employees is where as managers you give employees the tools and resources they need to achieve the set objectives. When necessary perform the appraisal, monitor and assess your employees’ performance and discuss the assessment with the employee and set future goals to achieve. Provide the necessary reward or merit based on the findings of the appraisal that you have performed on the employee or staff.
As the director of human resources I am responsible for establishing an appraisal system for my organization. I have developed a system I have called EPAT; which is short for Employee Performance Appraisal and Tracking. This system will monitor and track employee progress and performance of individual employees and to keep record of all achievements reached within the organization. The rewards for employees have been revamped in accordance with a non- profit organization with limited budget. Rewards will be given to employees based on their work performance as well as time with the organization.
Rewards will also be given as training achievements are accomplished. As the first 90 days of employment with the organization is achieved a pay increase will be given as long as all training is completed and no days have been missed. Other rewards that the organization will merit will be employee of the week, month, paid vacation, and mention in the monthly newsletter. The way that the EPAT works is that the program supervisor will use the EPAT forms to evaluate the employee on different criteria that will merit the employee raises and other rewards.
The format of the EPAT is a 5 page appraisal form in which there is a section that contains 10 questions that will be asked of the employee during the appraisal this is page one, page two contains 18 points of emphasis that the organization feels is important to job performance such as ethical behavior, communication, integrity and steadiness. Page three will discuss client feedback and the anonymous feedback that they have given. Page four will be feedback from fellow coworkers within your department or program that they have given to management.
Page five will be the employees’ opportunity to give feedback on their performance as well as the goals and objectives that they have set and achieved within the organization and their plans and thoughts to improve upon their performance and what they feel is necessary from the organization to meet these objectives and goals. In conclusion the performance appraisal system is not only a tool for the organization but the employee as well and that there are many elements and criteria that goes into these systems.
When used properly the results can be mutually beneficial and profitable for both parties. My appraisal system is simple and inclusive of all those that the employee works and interacts with, as well as the employee themselves, thus the findings will be more fact based and readily acceptable by the employee. Reference Page http://www. opm. gov/perform/faqs/perfelem. asp http://www. performance-appraisal. com/intro. htm Designing Rewards System Research Paper/ Kerwin Johnson