Developing a Performance Appraisal System
Developing a Performance Appraisal System
Michelle D. Howard
The Human Services Administrator
Instructor: Mandy Sargeant
Axia College of University of Phoenix
February 12, 2009
Introduction A performance appraisal is a key element in organization and can be one of the greatest tools used to record employee production. Organizations can establish their goals and objectivities, while involving the employees in the process. Conducting a performance appraisal increases productivity and morale and can prove to be effective in performance production. Appraisals are a positive way for an employee to know how well they are performing the duties assigned to them, and an appraisal is a good indicator of how an employee needs to improve in a particular area of work. An appraisal offers individuals the chance to assess their career path and take into consideration how one may gain more job satisfaction from their existing role. Feedback on performance provides the opportunity to point out and identify any critical factors that may adversely affect the job performance, and gives one the chance eliminate their effects. Once managers and supervisors have incorporated an appraisal system into their organization, they are able to view the performance of the employee and use this system an part of an ongoing process which can positively lead to improved performance by the employee and the end result will be beneficial not only for the employee, but also for the organization as a whole. Appraisals should always contain all past performance and objectives, but most importantly are discussions of future goals and opportunities. In designing an appraisal system for a human services organization, there are some key elements that need to be considered. In order for a good appraisal system to become a productive tool for the organization, there must be trained managers and supervisors to conduct the appraisals. Since performance appraisals involve
Michelle D. Howard
The Human Services Administrator
Instructor: Mandy Sargeant
Axia College of University of Phoenix
February 12, 2009
Introduction A performance appraisal is a key element in organization and can be one of the greatest tools used to record employee production. Organizations can establish their goals and objectivities, while involving the employees in the process. Conducting a performance appraisal increases productivity and morale and can prove to be effective in performance production. Appraisals are a positive way for an employee to know how well they are performing the duties assigned to them, and an appraisal is a good indicator of how an employee needs to improve in a particular area of work. An appraisal offers individuals the chance to assess their career path and take into consideration how one may gain more job satisfaction from their existing role. Feedback on performance provides the opportunity to point out and identify any critical factors that may adversely affect the job performance, and gives one the chance eliminate their effects. Once managers and supervisors have incorporated an appraisal system into their organization, they are able to view the performance of the employee and use this system an part of an ongoing process which can positively lead to improved performance by the employee and the end result will be beneficial not only for the employee, but also for the organization as a whole. Appraisals should always contain all past performance and objectives, but most importantly are discussions of future goals and opportunities. In designing an appraisal system for a human services organization, there are some key elements that need to be considered. In order for a good appraisal system to become a productive tool for the organization, there must be trained managers and supervisors to conduct the appraisals. Since performance appraisals involve