The performance appraisal system used by our organization is done annually. The purpose of the review is for employee as well as manager, to aptitude performance from the past year relating to the specific responsibilities and objective of that employee. This gives the opportunity for managers to give feedback on the strengths and development areas that are summarized from that previous year. Employees must also use this opportunity to give feedback on how they can best perform and develop themselves. This
Annual review period is an opportunity to communicate and work together to build unity in the workplace. Realistic plans may be made for the employee's development and growth.
The supervisor and the employee review the job description standards and compare the employee's accomplishments against the standards set. The data comes from established performance metrics, employee self-assessment and customer or coworker feedback from daily activities.
There are five levels of the performance rating. Outstanding is the highest rating. To get an outstanding rating means the employees contribution to the business far exceeds requirements. The employee is personally committed to the company's mission, values and goals at a consistent level. The employee takes the initiative to identify challenging work goals and tries to find solutions. The employee's quality is never a question, even under challenging situations.
The next rating is an excellent rating. The employee who receives an excellent rating produces more than required. The employee takes the initiative in developing and finding challenging work goals. Each responsibility is finished with quality and on time. That employee needs little direction or su ...