Performance Appraisal

Performance Appraisal

View Full Essay PERFORMANCE APPRAISAL
Table of Contents
Overview 2
Introduction 4
What is performance appraisal? 4
What is the purpose of performance appraisal? 4
Benefits of Performance Appraisals
Fundamentals of an appraisal system 5
How to conduct a performance appraisal 5
Step 1: Identify key performance criteria 5
Step 2: Develop appraisal measures 7
Step 3: Collect performance information from different sources 10
Step 4: Conduct an appraisal interview 13
Step 5: Evaluate the appraisal process 14
What does best practice in performance appraisal look like? 17
Using performance appraisal to address workforce development challenges 17
Recognise, reward and support effective performance 17
Develop and reward effective teamwork 17
Identify and manage issues likely to impact on retention 18
Monitor and support workers’ wellbeing 18
Summary 18
Resources for performance appraisal 18
References 19

PERFORMANCE APPRAISAL
Overview

Introduction
Conducting regular performance appraisals is an important workforce development strategy for organisations. Given the challenges of working in any sector, performance appraisals offer a valuable opportunity to recognise and reward workers’ efforts and performance, detect key barriers and facilitators to work practice, and identify professional development needs and opportunities. Investing time in regular, structured performance appraisals is a key strategy for supervisors and managers to support, motivate and reward workers.

What is performance appraisal?
Performance appraisal is a formal system that evaluates the quality of a worker’s performance. Performance appraisal is the system by which a formal review of an employee’s work performance is conducted. It is the process of evaluating the contribution of each employee in a factory or organization. An appraisal should not be viewed as an end in itself, but rather as an important process within a broader performance management system that links:
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