abhishreshthaa
Abhijeet S
The Pre-appraisal Checklist and Preparing for the Appraisal
1. Set a date and time in advance that is mutually convenient for both you and the employee and will allow enough time for preparation. A conference room is a good choice for privacy and no interruptions. Schedule enough time for discussion 1 to 1-1/2 hours].
2. Gather:
The job description and performance standards
Goals set from the last appraisal
Work rules and procedures
Your documentation notes
Any feedback or letters from customers/co-workers
Current disciplinary memos
The previous performance appraisal
3. If you have asked the employee to do a self-appraisal, be sure to obtain that early enough so you have a chance to review it as part of your preparation. Note: then be sure to provide the employee a draft of your appraisal, so the employee may review it ahead of time, as well.
4. Before filling out the appraisal form, take a moment to:
List the main areas of responsibility
What the employee has done well
What the employee needs to improve in
What you can do to help the employee do a better job
5. Remember to avoid:
Halo Effect - tendency to overrate a favored employee, or an employee who had a prior good rating
Horns Effect - tendency to rate an employee lower than circumstances warrant
Recency Error- letting outstanding work [or unsatisfactory work] immediately prior to the evaluation offset an entire year of performance
Cookie Cutter Effect - not focusing on individual specific performance and rating all your employees, or groups of employees the same
1. Set a date and time in advance that is mutually convenient for both you and the employee and will allow enough time for preparation. A conference room is a good choice for privacy and no interruptions. Schedule enough time for discussion 1 to 1-1/2 hours].
2. Gather:
The job description and performance standards
Goals set from the last appraisal
Work rules and procedures
Your documentation notes
Any feedback or letters from customers/co-workers
Current disciplinary memos
The previous performance appraisal
3. If you have asked the employee to do a self-appraisal, be sure to obtain that early enough so you have a chance to review it as part of your preparation. Note: then be sure to provide the employee a draft of your appraisal, so the employee may review it ahead of time, as well.
4. Before filling out the appraisal form, take a moment to:
List the main areas of responsibility
What the employee has done well
What the employee needs to improve in
What you can do to help the employee do a better job
5. Remember to avoid:
Halo Effect - tendency to overrate a favored employee, or an employee who had a prior good rating
Horns Effect - tendency to rate an employee lower than circumstances warrant
Recency Error- letting outstanding work [or unsatisfactory work] immediately prior to the evaluation offset an entire year of performance
Cookie Cutter Effect - not focusing on individual specific performance and rating all your employees, or groups of employees the same