Human Services

PERFORMANCE APPRAISAL S

Human Services

05/12/2012

Sarah Stoakes

Abstract

In week one’s discussion thread we discussed ways managers sought to promote the success of an organization and their employees. I believe week one discussion question one provides elements that should be present in an appraisal system. An appraisal system’s main objective is to discuss the needs and goals of an organization and the overall status of an employee’s performance. The ultimate goal of any good manager is to help promote the success of the organization. An appraisal system will help a manager promote their organization by staying on

top of what employees are doing that benefits the organization and help them to improve their performance if they are not doing things that are beneficial.

“An appraisal system is the framework of policies and parameters with which an agency’s appraisal program(s) will operate. An agency needs only one system to cover all its non-SES employees, except for those excluded by statute or regulation. The system must be approved by OPM.” The parameters are set by a system that contains the following elements pertaining to a performance appraisal. The elements are: the time allowed for the length of a normal appraisal cycle, the pattern of summary levels, the levels at which performance elements may be appraised, the minimum period of time that must be completed before a performance rating may be prepared and the criteria and procedures for establishing separate programs should the agency system permit more than one program. An appraisal system should be as flexible ass possible with few restrictions placed on programs so that subcomponents will be able to design programs that support their strategic plans, goals, cultures, and work structures. An appraisal system must conform to law, regulation, and the system under which they operate. There can be a single program or multiple programs. In which each covers a specific group of...