Performance Monitoring components
Employee Performance Appraisal
The chart below details the breakdown of each component and the reason for its inclusion.
| Performance Monitoring Component | Component Breakdown | Reason for its Inclusion |
|---|---|---|
| EMPLOYEE PERFORMANCE APPRAISAL | Accountability chain re-stated | The Accountability chain is a process every person must pass through in the pursuit of the job. In summary, the Accountability chain consists of: • Task Assignment • Authority and metrics of task • Performance of the task • Measurement of results • Feedback and rewards These words, as relevant, are noted in bold below. |
| Self-discovery | First, individuals should know themselves well. Proven interest tests provide these but the most simple discovery comes from allowing individuals to fill in a free-form list of what they like at work and what they do not like, irrespective of the 'should'. Compile weekly for at least 3 months. Discover the real truth. | |
| Self-appraisal | Each quarter, the employee should provide and receive feedback about the job. It ought to be initiated by the employee filling out a self-evaluation appraisal that is passed to the superior. At the review meeting the superior comments on the contents of the self-appraisal, devoting ¼ of the time to the past performance and measured results. Note that ¾ of the review time should be dedicated to setting future goals (metrics) for the next quarter. Changes over the next quarter to the task assignment or task authority need to be confirmed. | |
| Superior appraisal | The superior needs honest feedback too. So, an appraisal form about the superior is provided by the employee to the superior, AFTER the employee appraisal meeting. | |
| Company appraisal | The company needs feedback on how it is doing as viewed by the employee. So at this time, a company appraisal form, created for the key parameters as viewed by the employee, should be filled in. | |
| Salary review | One month after the employee appraisal, a salary review is conducted, not contingent of specific performance but on an overall employee value system. Rewards should be defined or upgraded at this point, as well. |
Table 3.3. Performance Monitoring components - Employee Performance Appraisal