Performance Appraisal Overview [2.10.1c6]
National Centre for Education and Training on Addiction (NCETA)
This section deals with Performance Appraisalsand is excerpted from Workforce Development TIPS (Theory Into Practice Strategies): A Resource Kit for the Alcohol and Other Drugs Field from the National Centre for Education and Training on Addiction (NCETA), Flinders University, Adelaide, Australia. Permission is granted for the use of this information.
- What is performance appraisal?
- What is the purpose of performance appraisal?
- Fundamentals of an appraisal system
- How to conduct a performance appraisal
- Step 1: Identify key performance criteria
- Step 2: Develop appraisal measures
- Step 3: Collect performance information from different sources
- Step 4: Conduct an appraisal interview
- Step 5: Evaluate the appraisal process
- What does best practice in performance appraisal look like?
- Using performance appraisal to address workforce development challenges
- Recognize, reward and support effective performance
- Develop and reward effective teamwork
- Identify and manage issues likely to impact on retention
- Monitor and support workers’ wellbeing
- Resources for performance appraisal
Performance Development Planning (PDP)
According to Susan M. Heathfield, “the PDP process enables you and the people who report to you to identify their personal and business goals that are most significant to your organization's success.” This quarterly process encourages each staff person to see how their job and performance outcomes are included in the larger organizational goals.
The article, Performance Development Planning provides additional information.
Annual Performance Reviews should be Quarterly
This November 2008
article in WorldatWork’s Newsline provides insight into the use of quarterly versus annual performance reviews to give employers an opportunity to measure results and provide feedback to employees.
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