Evaluation Of A Performance Review

3600 feedback is a process in which someone’s performance is assessed and feedback is given by a number of people who may include their manager, subordinates, colleagues and customers (Michael Armstrong 2009:644). The debate surrounds a point of whether it offers a means of overcoming the traditional limitations of appraisal.

Throughout my career, my performance evaluations have always either “meet standards” or “exceeded standards”. I have obtained these types of evaluations due to my strong work ethic, good judgment, and overall professionalism.

Brian, you have received an overall rating of “Meets” on your annual performance evaluation. We will work together in the future to meet goals that you establish for yourself, as well as those that meet the needs of our unit. Keep up the hard work, and congratulations on successfully completing your annual performance

4. Review feedback report – comparison between expected performance standards and actual performance point at which performance may be adjusted

Based on your 2015 Annual Performance Report, there are 4 categories in which your performance is ranked “Improvement Needed.” Additionally, your overall rating is listed as “Improvement Needed.” On Tuesday September 1, 2015 during a meeting reviewing your performance report, you mentioned that you would like to know what you could do to improve your performance report ratings. In an effort to challenge you and correct the glaring issues noted in your performance report, I have developed a list of tasks that I would like you to perform based upon time limits. Seeing that you perform the tasks below accurately will allow us to access your performance with respect to the performance of your colleagues. I expect all IT staff to know

Officer Wiles, this is your annual Employee Performance Appraisal. I have not been your supervisor for this entire evaluation period. This appraisal reflects the observations made by myself as well as Sgt. Mellott B0058 and Sgt. Malast B1962 and includes input from your Employee Performance Notes. During this period you have been assigned to Lower Buckeye Jail on Shift 2.

Performance evaluations, when implemented properly, act as a tool for improving employee productivity, team performance and individual development. They can serve to raise self-esteem, increase motivation, strengthen relationships and foster ongoing communication and commitment (Simpson, 2001). I feel that these reviews play a critical role in the workplace and should remain a part of standard operating procedures, however many are beginning to disagree.

After reading the article Time to Scrap Performance Appraisals? I was able to see the bigger picture of how effective the performance evaluation process actually is. I do agree with the article that we should step away from the traditional performance ratings. If we are seeing a more positive trend, then why not change the performance appraisal process for the better. With so many problems with the process I agree with companies wanting to let the process go. Unfortunately I have not had the opportunity to experience the performance evaluation process, but I did go through an experience like it.

The annual review process is an important component of engagement and allows you to formally recognize and reward the work of your strong performers and assist those who need further guidance to achieve their goals. I am committed to making sure our annual review process is consistent for our team members so everyone receives the recognition they deserve. In order to do this, I need all of us evaluating our teams consistently.

Most managers that I know, get a tight feeling in their stomach every time they are reminded that they need to begin working on their performance reviews. Depending on how large your team is, completing performance reviews can be a daunting task. Hopefully you have been good at recording your employees’ individual successes and failures over the course of the year. Performance appraisals serve many purposes within an organization. Answering the questions below will help us understand why they are a standard at most companies.

Did this performance review process go as well as it could have? Why? What went wrong? Be specific.

The performance review process often gets ignored in today’s agile operating environments where people change jobs quickly and employees often care more about their industry and peer reputations than they do about company rankings. Many companies have replaced the formal performance review with greater managerial input in daily operations, social media and customer reviews and informal check-ins. However, a formal appraisal still generates many critical benefits such as determining salary raises, promotional opportunities and candidates for more advanced training and succession planning.

For example, instead of saying "good job," you might want to say, "the employee demonstrated an expert understanding of the duties listed in her job description." If you are writing a negative review, don 't say things like, "The employee doesn 't know how to do his job." Instead, write that he "did not show satisfactory competence (Morley, 2014).

“Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to

Trent has several facts that he needs to consider about how he handled Ms. Smith’s appraisal. The purpose of the performance appraisal is to advise the employee concerning the value of their performance. Performance appraisals should reinforce the manager and employee relationship. Trent’s method of presenting Smith’s appraisal was discouraging and upsetting because she stormed out of the office. He only stated her weaknesses and hinted that she did not really fit in his department. He did not set any short-term improvement goals and a follow-up date to ascertain if Ms. Smith had shown any improvement. He did not give her a copy of her appraisal. One of the facts that Trent needs to consider is that he did not follow the performance appraisal guidelines. In fact, everyone should receive a copy of their appraisal. Another fact that Trent should consider is that he did not have enough documentation available to confirm that she had an inadequate work performance and an unpleasant attitude. He is basing her performance from his negative personal feelings about Ms. Smith. Trent felt that Ms. Smith was a “problem” employee. If Trent did not record any oral warnings or written reprimands in her record, this is another fact that he needs to consider. He has to record the exact times and dates that he has spoken to Ms. Smith about her attitudes and performance. Additionally, he has to provide specific and objective facts in her employee file to prove that