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02.05.07
Employee Performance Appraisal - Ideal Assessment Form
By Dick Grote
Conventional wisdom says that there's no such thing as a perfect employee performance appraisal form. And with so many sorry examples of appraisal forms around, conventional wisdom might almost seem correct.
It's not. There is an ideal model for the employee performance appraisal form. And getting the form right is essential to effective employee performance management, since the appraisal form is the lightning rod that not only attracts everyone's attention, but also focuses organizational energy on the issues of highest priority. An ideal form has five key components that cover 1.) organizational competencies, 2.) job competencies, 3.)key responsibilities, 4.) goals and major projects and 5.) individual achievements and accomplishments.
Organizational & Job Competencies
The first two sections of the employee performance appraisal form focus on the "how" of the job, the way the individual goes about accomplishing his results. Here we identify and assess competencies - the behavioral elements of the job. To start, top management should identify a small number, usually about a
half-dozen or so, of the competencies expected from every member of the organization, regardless of the individual's job or level in the company. Since they apply to all, these universal or organization-wide cultural competencies might include attributes such as:
• Customer Focus
• Communication Skills
• Learning and Continuous Improvement
• Team Player
• Interpersonal Skills
The other behavioral element of an employee performance appraisal assessed in a perfect form is job-specific competencies. The talents and skills required for success as a professional individual contributor like a programmer or accountant or engineer aren't identical to those needed for success in a leadership job.
In professionals' jobs, such skills as analytical thinking and achievement orientation might be indispensable, while in the leadership jobs greater emphasis might be placed on developing and retraining talent and people management and command skills. Of course there will be overlaps - technical skills and decision making are competencies important in both job families. But the ideal employee performance appraisal form will allow for the identification of those competencies that have a high correlation with job success in the specific position the employee holds. Safety is sure to be present on an appraisal form for an operator's position; relationship building better be assessed if the employee works in the sales department.
Organizational competencies and job-specific competencies are the first two elements of an exemplary employee performance appraisal form. That covers the HOW component of the job. Now let's look at the WHAT component - the results the person actually accomplishes. Again, there are two major components: Key job responsibilities and goals and major projects.
Continue reading this article.
About the Author:
Dick Grote has been a management consultant
for almost thirty years, specializing exclusively in the field
of http://www.groteconsulting.com/services/performance-
appraisal/index.asp
employee performance appraisal and management. Visit:
http://www.groteconsulting.com/
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