Steps in the Performance Appraisal Process

An employee’s performance appraisal helps to identify their value and guide them towards fulfilling their potential. You can find areas in which you can grow and improve. This will allow your company to fix issues before they have an impact on productivity. A performance appraisal is designed to recognize employees’ efforts as well as identify opportunities for improvement. This process is time-consuming, costly and can prove difficult to execute. It’s important to prepare a detailed plan before you begin. The HR department handles the development of the forms, evaluations, and analysis.

Establishing standards for job performance by employees is the first stage of performance appraisal. These standards should easily be understood and measured, and must also be well described. Set up job expectations for the employee is the next step of the appraisal process. This step is critical because it can be a stressful one. These standards should be communicated to your employees so that they can understand them.

An employee’s performance appraisal involves an in-depth discussion. This discussion should allow the employee to give feedback and discuss the expectations of the company. You should have a constructive and positive discussion that focuses on solving problems, motivating employees. The rating official and employee should then meet to discuss the EPAP’s results as well as any subsequent actions.

After setting the standards, you need to determine the job requirements. These standards should be clearly defined, understandable, and quantifiable. Next, inform employees about the standards. This is critical to avoiding biases in the evaluation. A performance appraisal that does not reflect the expectations of an employee may prove ineffective. In such a situation, the manager may be tempted to make negative remarks or to blame the employee for poor performance.

Once the job standards are set, it is essential for the manager to present the results in a way that is honest and constructive. It is important that the employee understands what they can expect and how it will affect his or her ability to be judged. This is the second step of the appraisal process. The goal of an appraisal is to motivate an employee, not to punish it. Successful appraisals should be objective and fair. In order to set the standards, management must inform employees.

Every employee should have the opportunity to take part in the performance-appointment process. This includes a discussion between employees and their reporting authority. Both the manager and the employee must talk about the results. They should also be fully informed. The results of the appraisal must be compared with the expected performance. It can either be positive, or it could be negative. You can use the information in your appraisal for compensation, bonuses and succession planning. Fairness should also be applied to each employee.