Performance Appraisal Overview [2.8.4.a.]
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
In his book
Effectively Managing Human Service Organizations, Ralph Brody suggests that the supervisory relationship is much improved when the employee has ownership and understanding of the way that he or she is evaluated. He suggests that employees be involved in setting productivity goals and performance standards. Of course, some standards must be established for the sustainability of the organization. Therefore, it is extremely important for employees to know exactly what is expected of them—both standards that they set for themselves and standards that the organization must maintain. Additionally, it is helpful for the employee to know how performance against a task is evaluated—in other words, how the supervisor decides whether someone has done a good job.
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