Performance Scales

1. PERFORMANCE MANAGEMENT

PM includes activities which ensure that goals are consistently being met in an effective and efficient manner. 

2. COMPONENTS / CYCLE OF PERFORMANCE MANAGEMENT

1. Plan - includes induction, agreeing objectives, competencies, planning personal development, strategy

2. Act is the individual carrying out the work, with your support and other new demands

3. Monitor is checking on progress made against the objectives and possibly

new demands, could include one to ones, team meetings, customer feedback,

peer review etc. ‘gathering intelligence’.

4. Review is acting on the information provided by the rest of the cycle – so an

assessment of progress and achievements, giving feedback or altering the

plan. This can be an actual performance review meeting, which focuses on a particular

issue of an individual’s performance.

3. PERFORMANCE APPRAISAL

* A method by which the job performance of an employee is evaluated.

* Is a part of career development and consist of regular reviews of employee performance

* Compares an individual's job performance to standards developed

* Immediate supervisor performs the appraisal

4. METHODS/TECHNIQUES OF PERFORMANCE APPRAISAL

1. Critical Incident Method

Manager writes down positive and negative performance behavior of employees throughout the performance period

2. Weighted Checklist

Rater prepares a large list of descriptive statements about effective and ineffective behavior on jobs

.3.Graphic Rating Scales

Manager simply checks off the employee’s level of performance. This is the oldest and most widely method used for performance appraisal.

4. Essay Evaluation

Managers describe strengths and weaknesses of an employee’s behavior. It is a non-quantitative technique.

5. Behaviorally Anchored Rating Scales

This method focuses on specific behaviors of effective or ineffective performance.

6. Performance Ranking Method

Method used...