Salaried Employee Appraisal Guidelines - General
Description Salaried Employee Guidelines
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Step 1: Establish performance standards. Step 2: Communicate performance standards. Step 3: Measure performance. Step 4: Compare actual performance to performance standards. Step 5: Discuss the appraisal with the employee. Step 6: Implement personnel action.
A performance appraisal is a regular review of an employee's job performance and overall contribution to a company. Also known as an annual review, performance review or evaluation, or employee appraisal, a performance appraisal evaluates an employee's skills, achievements, and growth--or lack thereof.
The four elements of Purpose, Outcomes, Accountability and Teamwork need to be used as the foundation of a performance culture.
Keep the Audience in Mind. Appraisal reports are written for senior management in your organization. Stay Relevant. Keep Track of All Achievements. Use Specific, Measurable, Confident Language. Document Goals. Performance Review Examples for Writing Skills. Do the Identified Writing Skills Support Document Goals?
Defined Goals and Objectives. Continuous Feedback. Configurations Flexibility. Self Evaluation. Compensation and Rewards. People Analytics. Performance improvement plan. Overall Assessment.
Design a legally valid performance review process. Design a standard form for performance appraisals. Schedule the first performance review for six months after the employee starts employment. Initiate the performance review process and upcoming meeting.
If your company ties employee compensation to performance reviews, you may want to reconsider your approach. You can either tie pay increases to market conditions, giving your employees raises when the company is doing well and withholding them during slumps, or you can give raises based on length of service.
Performance appraisal has three basic functions: (1) to provide adequate feedback to each person on his or her performance; (2) to serve as a basis for modifying or changing behavior toward more effective working habits; and (3) to provide data to managers with which they may judge future job assignments and