Chapter 6 + 7 - Chapter 6 Gathering Performance Information...

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Chapter 6 Gathering Performance Information As we learned from the Chapter 2 discussion, the performance management process includes several stages - We mostly focused on prerequisites and performance planning - In this chapter we will discuss appraisal forms which is an important component of the performance assessment stage Appraisal Forms Information on performance is collected by using forms Includes: Basic employee information. (job title, division, department and other work group information, employee number, and pay grade or salary classification.) It also includes information on the number of years the rater has supervised and worked with the employee and their start date with the company. Accountabilities, objectives, and standards . If org adopts a results approach: include the name and description of each accountability, objectives agreed upon by manager and employee, and the extent to which the objectives have been achieved. This section can also include a subsection describing conditions under which performance was achieved, for ex, tough economy Competencies and indicators . If org adopts a behavior approach: includes a definition of the various competencies to be assessed, together with their behavioral indicators. Major achievements and contributions . *may ask two or three major accomplishments of the individual. These could refer to results, behaviors, or both. Developmental achievements.* developmental goals set for the review period have been achieved (summary of activities, such as work- shops attended and courses taken as well as results, such as new skills learned) Developmental needs, plans, and goals .* future oriented and includes information about specific goals and timetables in terms of employee development. *Some firms choose to have separate forms for these
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Stakeholder input. Some forms include sections to be filled out by other stakehold- ers, such as customers with whom the employee interacts. Overall, stakeholders are defined as people who have firsthand knowledge of and are affected by the employee’s performance. Q: Can anyone tell us why stakeholder input is important? A: input from other stakeholders is collected from them by using forms separate from the main appraisal because not all sources of performance information are in the position to rate the same performance dimensions. For example, an employee may be rated on the competency “teamwork” by peers and on the competency “reliability” by a customer. Employee comments. This section includes reactions and comments provided by the employee being rated. In addition to allowing formal employee input, which improves the perceived fairness of the system, the inclusion of this section helps with legal issues because it documents that the employee has had an opportunity to participate in the evaluation process.
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