Professional Documents
Culture Documents
SYSTEMS
Performance Management Systems
Managing Performance is a year round process. An iterative
process of observation and communication to support, retain
and develop employees for organizational success.
What Performance Management Is
Not:
• Time-bound: For goals that have a measurable finish ending (eg weight
loss goal), it is important to set a deadline. Goals without deadlines lend
themselves to being put off until another day - we've all done it "I'll start
my diet tomorrow". Action items also need to have deadlines to keep
momentum up
SMARTER GOALS
• Ethical, enjoyable and exciting: Goals need to be something
you are excited about and are going to either enjoy doing or
enjoy the outcome. If goals don't meet these criteria, you
probably won't do them. And of course, make sure your goals
are ethical.
• Resourced: You will need to commit some resources to
achieving your goals - this may be time, money, external
support, information resources, etc. You may even have to
make some sacrifices to achieve your goals, but if your goal
is truly what you want to achieve, then a few personal
sacrifices shouldn't deter you. No pain, no gain!
When you've documented your SMART goal, read it through -
and commit yourself to your goals!
APPRAISAL SYSTEM
Self Appraisal
Initial discussion between the appraiser and
the reviewer.
Discussion between the appraiser and
appraisee and rating to be given with due
consideration to the Attributes.
Assessment of employees performance by
reviewing authority.
Final comments on the appraisal by the
appraising authority.
Latest Appraisal Technique