Performance Appraisal

A performance appraisal is a review and discussion of an employee''s performance of assigned duties and responsibilities. The appraisal is based on results obtained by the employee in his/her job, not on the employee''s personality characteristics. The appraisal measures skills and accomplishments with reasonable accuracy and uniformity. It provides a way to help identify areas for performance enhancement and to help promote professional growth. It should not, however, be considered...
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A performance appraisal is a review and discussion of an employee''s performance of assigned duties and responsibilities. The appraisal is based on results obtained by the employee in his/her job, not on the employee''s personality characteristics. The appraisal measures skills and accomplishments with reasonable accuracy and uniformity. It provides a way to help identify areas for performance enhancement and to help promote professional growth. It should not, however, be considered the supervisor''s only communication tool. Open lines of communication throughout the year help to make effective working relationships. Each employee is entitled to a thoughtful and careful appraisal. The success of the process depends on the supervisor''s willingness to complete a constructive and objective appraisal and on the employee''s willingness to respond to constructive suggestions and toThe method for allocating funds is based on rewarding meritorious performance. Merit increases will be awarded on a Pay-for-performance basis and are based on individual performance. When used as intended, a pay-for-performance structure achieves the goal of rewarding truly top performers with merit increases that match their achievements and contributions. Performance appraisals purpose - and how to make it easier Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational Performance, and feed into business planning. Formal performance appraisals are generally conducted annually for all staff in the organization. Each staff member is appraised by their line manager. Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and structure of the organization. work with the supervisor to reach future goals.The method for allocating funds is based on rewarding meritorious performance. Merit increases will be awarded on a Pay-for-performance basis and are based on individual performance. When used as intended, a pay-for-performance structure achieves the goal of rewarding truly top performers with merit increases that match their achievements and contributions. Performance appraisals purpose - and how to make it easier Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational Performance, and feed into business planning. Formal performance appraisals are generally conducted annually for all staff in the organization. Each staff member is appraised by their line manager. Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and structure of the organization.The method for allocating funds is based on rewarding meritorious performance. Merit increases will be awarded on a Pay-for-performance basis and are based on individual performance. When used as intended, a pay-for-performance structure achieves the goal of rewarding truly top performers with merit increases that match their achievements and contributions. Performance appraisals purpose - and how to make it easier Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational Performance, and feed into business planning. Formal performance appraisals are generally conducted annually for all staff in the organization. Each staff member is appraised by their line manager. Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending There is increasingly a need for performance appraisals of staff and especially managers, directors and CEO''s, to include accountabilities relating to corporate responsibility, represented by various converging corporate responsibility concepts including: the ''Triple Bottom Line'' (''profit people planet''); corporate social on the size and structure of the organization.