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Employee
Performance Review
What Are Your Objectives?
Employee
performance review, also known as performance appraisal or employee
appraisal, is a method by which the job performance of an employee is
evaluated.
Performance is evaluated periodically in
terms of quality, quantity, cost and time, among other
things.
It is most often conducted by one's direct manager or "first-line"
supervisor.
When a person's direct supervisor is not
available, this task may fall on another individual in the employee's
"chain of command" who has first-hand knowledge of the employee's job
performance.
Generally, the goals of
an employee
performance review include:
- Give feedback on performance to
employees.
- Identify employee training needs.
- Document criteria used to allocate
organizational rewards.
- Form a basis for personnel decisions:
- salary increases
- promotions
- disciplinary actions
- etc.
- Provide the
opportunity for organizational diagnosis and development.
- Facilitate communication between employee and
administrator.
- Validate selection techniques and human
resource policies to meet
federal Equal Employment Opportunity requirements.
Some
of the more popular techniques used
for conducting an employee
performance review include:
Management by
objectives
(MBO)
- Probably the
most widely used, the MBO is a process of agreeing upon objectives
within an organization so that management and employees agree to the
objectives and understand what they are.
- Objectives can be set in all domains of
activities (production,
services, sales, R&D, human resources, finance, information
systems etc.).
- The periodic
employee performance review is then based on the objectives agreed to
previously by the employer and manager.
- Some objectives are collective, for a whole
department or the whole
company, while others can be individualized.
- The term "management by objectives" was first
popularized by Peter
Drucker in his 1954 book 'The Practice of Management'
360
degree appraisal
- In
human resources, 360-degree feedback, also known as 'multi-rater
feedback', 'multi-source feedback', or 'multisource assessment', is
employee development feedback that comes from all around the employee.
"360" refers to the 360 degrees in a circle.
- The feedback would come from subordinates,
peers, and managers in the
organizational hierarchy, as well as self-assessment, and in some cases
external sources such as customers and suppliers or other interested
stakeholders.
- It may be
contrasted with upward feedback, where managers are given feedback by
their direct reports, or a traditional performance appraisal, where the
employees are most often reviewed only by their manager.
- The results from 360-degree feedback are often
used by the person
receiving the feedback to plan their training and development.
- The results are also used by some organizations
for making
promotional or pay decisions, which is sometimes called "360-degree
review."
Trait Based
Systems
- Trait-based systems rely on factors such as
integrity and
conscientiousness and are also used by businesses today.
- However there is growing literature on the
subject which states the
downside of this type of employee performance review methodology. Those
opposed to this state:
- Because trait based systems are by definition
based on personality traits, they make it difficult for a manager to
provide feedback that can cause positive change in employee
performance.
- Because trait based systems are
vague, they are
more easily influenced by office politics, causing them to be less
reliable as a source of information on an employee's true
performance.
Two other, although not as widely used, employee performance
review techniques include Behavioral
Observation Scale (BOS)and
Behaviorally
Anchored Rating Scale (BARS).
For further information on employee
rights, such as the employee
performance review section here, please be sure
to check out the following areas:
Similar to the employee rights, employers also have
responsibilities and rights. To learn more about this, check
out the employer
liability insurance section.
And don't forget to check out the various employment
background screening sections, especially if you are
interested in federal
government jobs.
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