Performance Appraisal

Performance Appraisal

Ben Dattner, Ph.D.

Performance appraisal

Setting goals for the appraisal system Developing criteria for successful performance Creating metrics for evaluating performance Selecting reviewees and reviewers Considering the timing of feedback Organizing logistics for the report and meeting Giving candid and constructive feedback Following up to ensure that the system works

© 2010 Dattner Consulting, LLC

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 Setting goals

Setting goals

• Developing criteria • Creating metrics • Selecting reviewees and reviewers • Considering timing • Organizing logistics • Giving feedback • Following up

Well-designed Performance Appraisal systems: • • • • • • Recognize and record an employee’s contributions Give employees useful performance feedback Enable a more effective and equitable reward system Develop the professional capabilities of employees Communicate the organization’s values and culture Help the organization make evidence-based, legally defensible personnel decisions

© 2010 Dattner Consulting, LLC

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 Setting goals

Setting goals

• Developing criteria • Creating metrics • Selecting reviewees and reviewers • Considering timing • Organizing logistics • Giving feedback • Following up

Evaluation • • • Prediction of future performance based on past performance Retention decisions and succession planning Compensation

Development • • Assessment for training and development Career planning

© 2010 Dattner Consulting, LLC

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• Setting goals

Developing criteria

 Developing criteria • Creating metrics • Selecting reviewees and reviewers • Considering timing • Organizing logistics • Giving feedback • Following up

Criteria should be: • • • • • Aligned with organizational goals Relevant to given roles Specific and measurable Under employees’ control Understood and accepted by participants

© 2010 Dattner Consulting, LLC

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• Setting goals

Developing criteria

 Developing criteria •...