IBEX

Here are some ways you can get started on overhauling your performance appraisals:

• Ensure all job descriptions are up to date and available to all staff and supervisors.
• Ensure all works standards or criteria for job performance are directly linked to the job and are measurable and verifiable.
• Train supervisors on the company philosophy and implementation guidelines as well as interview techniques.
• Train employees on what to expect during the performance appraisal process as well as the guidelines for appeal.
• Set annual goals with employees so they are clear about expectations; revisit them periodically to ensure they continue to apply as changes occur in the workplace and economy.
• Be certain to assign the performance appraisal to a supervisor who has direct knowledge of each employee's work.
• Be careful to provide comments that are directly related to specific job-related work behaviours, staying away from any personality-based comments.
• Do a self-assessment and be keenly aware of your own personal biases.
• Ensure the employee has an opportunity to review the final appraisal and understands the company appeal proecess.
• Establish a time frame for the completion of the performance appraisal process and ensure each employee is granted the time he or she deserves.
• Assign a senior manager to review the final performance appraisals to confirm selection criteria were applied in a standard manner and that language and comments are accurate and objective.