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Performance appraisal accountability

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I. Contents of getting performance appraisal accountability


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Measuring employee accountability requires setting objective goals you can track, as well as
employer responses when you learn the outcomes. The term employee accountability means
different things to different business people, so youll need to define that metric as you develop
your workforce monitoring policies and procedures.
Define Employee Accountability
The first step in setting up a method for measuring employee accountability is to define exactly
what you want to monitor and track. You might use the word accountability simply to refer to
outcomes, such as number of units produced per month, number of hours billed per week, sales
volumes per rep, phone calls made per week or customer service ratings via surveys returned.
Your definition might refer to the ramifications of employee outcomes. For example, if you set a
$100,000-per-month sales goal for one of your reps and she only sells $75,000 each month, the
employees accountability will take the form of your response. The accountability for missing
her goal might include expanding or contracting her territory, not giving her a bonus, assigning
her a mentor or firing her. The U.S. Office of Personnel Management recommends including
rewards, not just punishment, in accountability programs.
Set Goals vs. Outcomes
Set specific objectives for each employee so you can measure performance fairly and accurately.
This will help you determine the benefits to the company of reaching these goals, the problems
missing these goals cause the business and the response youll need to take to address the

problem. Work with department heads, each employees direct supervisor and individual
employees to set the performance goals for which staff members will be held accountable. If you
dont have written job descriptions for each employee, create them to help guide your goalsetting, assist supervisors in managing subordinates and allow employees to understand exactly
whats expected of them.
Analyze Objective and Subjective Performance Metrics
Once youve set your goals and objectives, review the performance of your employees. In
addition to analyzing objective measurements, such as attendance and outputs, look at subjective
performance characteristics. These can include employee innovation, people skills, leadership
abilities, teamwork and contribution to company morale. Use a point scale from 1 to 10 to rate
how well employees perform in each area. Assign a final score to each employees overall
performance, based on how each position -- not employee -- performed for the company based
on your expectation for the position when you created it.
Conduct Employee Reviews
Using your goals, objectives, measurements and analysis of position performance, hold an
annual performance review for each employee. List the objectives you set for each employee and
his position and write the outcomes, possible reasons for them, what response you might need to
take based on these outcomes and whether or not you need to reassess the employees job
description. Get input from managers before you meet with employees, and allow employees to
submit a pre-review self-assessment with recommendations.
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III. Performance appraisal methods

1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.

They may get confused success depends on the memory


power of raters.

2. Behaviorally Anchored Rating Scales


statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages helps overcome rating
errors. Disadvantages Suffers from distortions
inherent in most rating techniques.

3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases

4. Checklist method

Under this method, checklist of statements of traits of


employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings

5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an

employee stands in his group. It does not test anything


about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. Critical Incidents Method


The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.

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