The New Vice President Over Administrative Affairs At Sweetwater State University

Performance appraisal is an important issue in human resource management and has a significant effect in the performance of an organisation. It is the system of evaluating the performance of employees regarding the accomplishment of their responsibilities and determining their potential to grow and develop. Bias in the evaluation process can affect the accuracy and appropriateness of the performance appraisal. Bias is a serious issue because it affects the ability to make appropriate decisions about the promotion of employees. A performance appraisal system that works to the disadvantage of members of a group can also pose legal issues.

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

An effective performance appraisal system supports our desire to create a productive, motivated, accountable, reliable, creative, dedicated, and happy workforce.

Week 3 Knowledge Check Study Guide Concepts Mastery Requirements of Effective Appraisal Systems 1 2 3 100% 4 5 6 100% 7 8 9 100% 10 11 12 100% 13 14 15 Performance-Appraisal Legalities Questions 100% Methods of Appraising Employee Performance Score: 15 / 15 Elements of Effective Performance Feedback

The processes demonstrates a commitment to people within the business by showing them that they are valued members of the company and their success is important to the entire organization.

For this assignment I will referencing the Arizona Department of Corrections rating system, and touching on the current evaluation process and discussing options to improve on the process. I work in the department of corrections and the evaluation system currently implemented is the managing, accountability, and performance (MAP). This system is far from perfect, and very susceptible to subjective evaluations. Most employees do not agree with the evaluations they receive and for the most part this is due to the supervisors not putting in the required effort to properly evaluate each employee. It is not uncommon for a supervisor to rate all of their subordinates exactly the same, regardless if one employee excels and the other shows little to no interest. Supervisors often justify their vanilla evaluations by stating that the evaluations do not have any effect on your employment, since pay raises are not based from the appraisal. As you can imagine this method does little to raise the moral of the motivated hard working staff, and in my opinion needs to be revamped. I would prefer an evaluation based more on objective performance and behavioral observations.

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

An effective performance appraisal system strives for as much precision in defining and measuring performance dimensions as is feasible. Some of the major problems with the Darby appraisal system are:

Whether you wish to start a new performance appraisal system in your organization - or improve an existing one, I have a few tips:

Vice President Winchester would probably like to continue using the graphic rating in a revised form that assesses the secretary’s performance related to competencies essential for the position and relevant job duties or objectives. He would probably change the format for future use. As I stated in my previous response implementing a more effective appraisal tool will take some time. Per the recommendations made by the experts, I agree that salary increases should not be directly tied to the performance appraisal. The appraisal should be a separate event from discussions of salary increases. Some companies have the HR department to approve merit recommendation prior to any discussion between the administrator and his/her employee. This practice allows the organization to assign merit increases within established budget constraints.

Cook, S., & Macaulay, S. (2007). How an integrated approach to performance appraisal and the

Although Performance Management evolved from performance appraisals few decades ago, most literature still intensely focuses on performance appraisals when addressing performance management.

Max Steadman, Jim Coburn, Lynne Sims, and Tom Hamilton are managers at Eckel Industries, a manufacturer of arc-welding equipment in Minneapolis. They work in the manufacturing division each supervising a different department within the division. Every Friday the managers meet after work for drinks to relax, gossip, and give and receive advice about problems on the job. This week they discuss performance appraisals which they recently conducted. Each of the managers completed evaluation forms using graphic rating scales on each employee then discussed the appraisal with that employee.

“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