PERFORMANCE APPRAISAL
Performance Appraisal Services:
We can lead your managers and selected employees through a guided decision-making process that enables you to select the best appraisal system for your company's needs and purposes. This process takes a day and we provide documentation for the system's development.
We design your performance appraisal system based on the decisions you have made in the process above.
We train your managers and supervisors on how to use the appraisal system you've chosen and provide a written training tool. We help calibrate the scoring decisions of managers and supervisors whose scoring may be inconsistent with the scores of other managers and supervisors.
For clients who choose a 360 degree feedback component for their system, we provide a confidential outsourcing service to protect the privacy of the respondents.
Clients may send their performance appraisal scores to us with guidelines for us to blindly cut the scores into different compensation categories. This service protects the fairness of your compensation system as it pertains to the appraisal process.
We can fine-tune your system to keep it in step with the changes in your company.
Performance Appraisal Philosophy:
A performance appraisal system should be integral to the management of work in an organization. It is a primary management tool and provides the basis for other, secondary management tools. For instance, performance appraisal is the basis for coaching. As a management tool, performance appraisal is not a once-a-year ordeal disconnected to the real work of the organization.
A performance appraisal system should be organic. It should arise out of the needs of the company, management and employees. As those needs change, it should also evolve. After each round of appraisal, management and employee representatives should consider modifications in the tools or the way they are used.
The system should be designed by representatives of those who will be using it and by representatives of those who will be evaluated by it. A guided decision-making process where alternatives and trade-offs are considered and agreed upon is essential to the creation of the system. Such a process also educates people about the strengths and weaknesses of the particular system they design.
It is not possible to design a system that is considered fair by 100% of the people to whom it is applied at every application. However, any system designed should be considered fair by a large majority of people who are involved in it. Fairness is a basic requirement.
Performance appraisal tools, like all other tools, work better in trained hands. Supervisors and managers should be trained to use the tools as part of their basic skills set. Periodically, their use of the tools should be calibrated to ensure the tools are being used the same way by different evaluators.
Rankings and comparisons done for the purpose of compensation should be done blindly.
Recent Performance Appraisal Clients:
Lifeline of Ohio, Columbus, OH
San Diego Eye Bank
Community Action Council, Lexington, KY
Dekalb Economic Opportunity Authority, Decatur, GA
LifeBanc, Cleveland, OH
Organizational Development & Facilitation | Performance Appraisal
Human Resource Development | Conflict Management
Interviewing Skills for Hiring | Supervisory Training
Strategic Planing | Instructional Design Services
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