Effective Performance Management: The Appraisal Phase

Sections of this topic

    © Copyright Carter McNamara, MBA, Ph.D., Authenticity Consulting, LLC. Adapted
    from the Field Guide to Leadership and Supervision in Business and
    Field Guide to Leadership and Supervision for Nonprofit Staff.

    Strongly Suggested Pre-Reading

    Performance
    Management: Traditional and Progressive Approaches
    Overview
    of Performance Management Process for any Application

    Performance
    Planning Phase


    Approaches to Doing a Performance Appraisal

    Remember that information in this section is generic to performance management,
    that is, the information generally applies to any domain of performance management,
    including an organization, an internal and recurring process, a team, or an employee.

    The performance appraisal phase generally occurs after the Performance
    Planning
    phase. Keep in mind that the three phases (performance planning,
    performance appraisal, and development planning) are all cyclical and highly integrated in nature. As in our description of performance planning, we will continue with
    our example of the machine operator. So at this point in our example, a performance
    plan has already been developed for the operator.

    9. Conduct ongoing observations and measurements to track performance
    The operator’s supervisor would observe the number of high-quality prints, including
    to share feedback with the operator’s internal customer, the Director of the
    Catalog Department.

    • In a progressive
      approach,
      this would also occur, as the sharing of feedback with customers
      is extremely important.

    10. Exchange ongoing feedback about performance
    Feedback is information relevant to how well results are being achieved. Useful
    feedback is timely, feasible, and understood. Ideally, feedback addresses key activities
    to improve or reinforce performance. Usually, the larger the number of sources
    giving feedback, the more accurate the depiction of events. In our example,
    the employee, supervisor, and Director of the Catalog Department should continue
    to share impressions of how well results are being achieved. Any ideas to improve
    or support performance should be implemented as appropriate. This ongoing
    feedback is often one of the most important aspects of performance management.

    • In a progressive
      approach,
      this would also occur, as the sharing of feedback with the domain
      (in our example, the operator) is extremely important.

    11. Conduct a performance appraisal (sometimes called a performance review)
    A performance appraisal (or review) includes documentation of
    expected results, standards of performance, progress toward achieving results,
    how well they were achieved, examples indicating achievement, suggestions to
    improve performance, and how those suggestions can be followed. If the above
    activities in the performance management process were followed, the performance
    appraisal is usually quite straightforward to carry out. In our example, the
    appraisal should include input from the employee, supervisor, and Director of
    the Catalog Department. The performance appraisal should be carried out at regular
    intervals as performance tracking is underway.

    • In a progressive
      approach,
      performance review documentation, and meetings would occur more
      then once a year in order to remain relevant to any changes in the organization,
      the customers and/or the operator’s goals. The review would not include any
      surprises for the operator, as any concerns about performance would have been
      addressed as soon as they occurred.

    12. If performance meets desired performance standards, the reward for performance
    In our example, the machine operator may be due some form of reward, that is,
    recognition or compensation, for example, a letter of recognition, promotion
    or letter of commendation.

    Next, see
    Development
    Planning


    Learn More in the Library’s Blogs Related to Performance Appraisals for Employees,
    Teams, Processes, and Organizations

    In addition to the articles on this current page, see the following blogs which
    have posts related to Appraisals for Employees, Teams, Processes, and Organizations.
    Scan down the blog’s page to see various posts. Also, see the section “Recent
    Blog Posts” in the sidebar of the blog or click on “next” near
    the bottom of a post in the blog.

    Library’s
    Human Resources Blog

    Library’s
    Leadership Blog

    Library’s
    Supervision Blog


    For the Category of Performance Management:

    To round out your knowledge of this Library topic, you may want to review some related topics, available from the link below. Each of the related topics includes free, online resources.

    Also, scan the Recommended Books listed below. They have been selected for their relevance and highly practical nature.

    Related Library Topics

    Recommended Books

    Performance Appraisal: Key to Effective Performance Management

    © Copyright Carter McNamara, MBA, Ph.D., Authenticity Consulting, LLC. Adapted
    from the Field Guide to Leadership and Supervision in Business and
    Field Guide to Leadership and Supervision for Nonprofit Staff.

    Strongly Suggested Pre-Reading

    Performance
    Management: Traditional and Progressive Approaches
    Overview
    of Performance Management Process for any Application

    Performance
    Planning Phase


    Approaches to Doing a Performance Appraisal

    Remember that information in this section is generic to performance management,
    that is, the information generally applies to any domain of performance management,
    including an organization, an internal and recurring process, a team, or an employee.

    The performance appraisal phase generally occurs after the Performance
    Planning
    phase. Keep in mind that the three phases (performance planning,
    performance appraisal, and development planning) are all cyclical and highly integrated in nature. As in our description of performance planning, we will continue with
    our example of the machine operator. So at this point in our example, a performance
    plan has already been developed for the operator.

    9. Conduct ongoing observations and measurements to track performance
    The operator’s supervisor would observe the number of high-quality prints, including
    to share feedback with the operator’s internal customer, the Director of the
    Catalog Department.

    • In a progressive
      approach,
      this would also occur, as the sharing of feedback with customers
      is extremely important.

    10. Exchange ongoing feedback about performance
    Feedback is information relevant to how well results are being achieved. Useful
    feedback is timely, feasible, and understood. Ideally, feedback addresses key activities
    to improve or reinforce performance. Usually, the larger the number of sources
    giving feedback, the more accurate the depiction of events. In our example,
    the employee, supervisor, and Director of the Catalog Department should continue
    to share impressions of how well results are being achieved. Any ideas to improve
    or support performance should be implemented as appropriate. This ongoing
    feedback is often one of the most important aspects of performance management.

    • In a progressive
      approach,
      this would also occur, as the sharing of feedback with the domain
      (in our example, the operator) is extremely important.

    11. Conduct a performance appraisal (sometimes called a performance review)
    A performance appraisal (or review) includes documentation of
    expected results, standards of performance, progress toward achieving results,
    how well they were achieved, examples indicating achievement, suggestions to
    improve performance, and how those suggestions can be followed. If the above
    activities in the performance management process were followed, the performance
    appraisal is usually quite straightforward to carry out. In our example, the
    appraisal should include input from the employee, supervisor, and Director of
    the Catalog Department. The performance appraisal should be carried out at regular
    intervals as performance tracking is underway.

    • In a progressive
      approach,
      performance review documentation, and meetings would occur more
      then once a year in order to remain relevant to any changes in the organization,
      the customers and/or the operator’s goals. The review would not include any
      surprises for the operator, as any concerns about performance would have been
      addressed as soon as they occurred.

    12. If performance meets desired performance standards, the reward for performance
    In our example, the machine operator may be due some form of reward, that is,
    recognition or compensation, for example, a letter of recognition, promotion
    or letter of commendation.

    Next, see
    Development
    Planning


    Learn More in the Library’s Blogs Related to Performance Appraisals for Employees,
    Teams, Processes, and Organizations

    In addition to the articles on this current page, see the following blogs which
    have posts related to Appraisals for Employees, Teams, Processes, and Organizations.
    Scan down the blog’s page to see various posts. Also, see the section “Recent
    Blog Posts” in the sidebar of the blog or click on “next” near
    the bottom of a post in the blog.

    Library’s
    Human Resources Blog

    Library’s
    Leadership Blog

    Library’s
    Supervision Blog


    For the Category of Performance Management:

    To round out your knowledge of this Library topic, you may want to review some related topics, available from the link below. Each of the related topics includes free, online resources.

    Also, scan the Recommended Books listed below. They have been selected for their relevance and highly practical nature.

    Related Library Topics

    Recommended Books

    Performance Appraisal: Key to Effective Performance Management

    © Copyright Carter McNamara, MBA, Ph.D., Authenticity Consulting, LLC. Adapted
    from the Field Guide to Leadership and Supervision in Business and
    Field Guide to Leadership and Supervision for Nonprofit Staff.

    Strongly Suggested Pre-Reading

    Performance
    Management: Traditional and Progressive Approaches
    Overview
    of Performance Management Process for any Application

    Performance
    Planning Phase


    Approaches to Doing a Performance Appraisal

    Remember that information in this section is generic to performance management,
    that is, the information generally applies to any domain of performance management,
    including an organization, an internal and recurring process, a team, or an employee.

    The performance appraisal phase generally occurs after the Performance
    Planning
    phase. Keep in mind that the three phases (performance planning,
    performance appraisal, and development planning) are all cyclical and highly integrated in nature. As in our description of performance planning, we will continue with
    our example of the machine operator. So at this point in our example, a performance
    plan has already been developed for the operator.

    9. Conduct ongoing observations and measurements to track performance
    The operator’s supervisor would observe the number of high-quality prints, including
    to share feedback with the operator’s internal customer, the Director of the
    Catalog Department.

    • In a progressive
      approach,
      this would also occur, as the sharing of feedback with customers
      is extremely important.

    10. Exchange ongoing feedback about performance
    Feedback is information relevant to how well results are being achieved. Useful
    feedback is timely, feasible, and understood. Ideally, feedback addresses key activities
    to improve or reinforce performance. Usually, the larger the number of sources
    giving feedback, the more accurate the depiction of events. In our example,
    the employee, supervisor, and Director of the Catalog Department should continue
    to share impressions of how well results are being achieved. Any ideas to improve
    or support performance should be implemented as appropriate. This ongoing
    feedback is often one of the most important aspects of performance management.

    • In a progressive
      approach,
      this would also occur, as the sharing of feedback with the domain
      (in our example, the operator) is extremely important.

    11. Conduct a performance appraisal (sometimes called a performance review)
    A performance appraisal (or review) includes documentation of
    expected results, standards of performance, progress toward achieving results,
    how well they were achieved, examples indicating achievement, suggestions to
    improve performance, and how those suggestions can be followed. If the above
    activities in the performance management process were followed, the performance
    appraisal is usually quite straightforward to carry out. In our example, the
    appraisal should include input from the employee, supervisor, and Director of
    the Catalog Department. The performance appraisal should be carried out at regular
    intervals as performance tracking is underway.

    • In a progressive
      approach,
      performance review documentation, and meetings would occur more
      then once a year in order to remain relevant to any changes in the organization,
      the customers and/or the operator’s goals. The review would not include any
      surprises for the operator, as any concerns about performance would have been
      addressed as soon as they occurred.

    12. If performance meets desired performance standards, the reward for performance
    In our example, the machine operator may be due some form of reward, that is,
    recognition or compensation, for example, a letter of recognition, promotion
    or letter of commendation.

    Next, see
    Development
    Planning


    Learn More in the Library’s Blogs Related to Performance Appraisals for Employees,
    Teams, Processes, and Organizations

    In addition to the articles on this current page, see the following blogs which
    have posts related to Appraisals for Employees, Teams, Processes, and Organizations.
    Scan down the blog’s page to see various posts. Also, see the section “Recent
    Blog Posts” in the sidebar of the blog or click on “next” near
    the bottom of a post in the blog.

    Library’s
    Human Resources Blog

    Library’s
    Leadership Blog

    Library’s
    Supervision Blog


    For the Category of Performance Management:

    To round out your knowledge of this Library topic, you may want to review some related topics, available from the link below. Each of the related topics includes free, online resources.

    Also, scan the Recommended Books listed below. They have been selected for their relevance and highly practical nature.

    Related Library Topics

    Recommended Books