Step 1.

Establish performance standards with employees

The manager sets the specific criteria to determine whether or not the performance of the
staff are suitable and levels of contribution as well towards goals of our companyfacilitate to
identify particular outputs, skills, and accomplishments that will be assessed.

Step 2: Mutually set measurable goals

Performance standard

Manager The staff

Job knowledge Job knowledge
Communication Communication
Friendliness Friendliness
Punctuality Punctuality
Problem solving/Decision making Problem solving
Flexibility Flexibility

Team orientation Team orientation

Can work at weekend/holiday Can work at weekend/holiday

Performance management
Leadership

Reliability

Objectives

 Checking after half year and reevaluate after a year. These just want them to do better
and support them.
 Considering giving bonus to the staff.
 Receiving good feedbacks from customers and ascertain training needs which ones
not good.
 Make friendly and efficient working environment.
Step 3: Measure actual performance.

Scales Explanation
1 Highly Satisfactory (HS) No shortcoming in identification, preparation, or appraisal

2 Satisfactory (S) Minor shortcoming in identification, preparation, or appraisal

3 Moderately Satisfactory (MS) Moderate shortcoming in identification, preparation, or appraisal

4 Moderately Unsatisfactory Significant shortcoming in identification, preparation, or appraisal

(MU)

5 Unsatisfactory (U) Major shortcoming in identification, preparation, or appraisal

6 Highly Unsatisfactory (HU) Severe shortcoming in identification, preparation, or appraisal

Source: Author’s compilation based on 2005 ODE report (Kemmerling, 2019)

Graphic Rating scale:

EMPLOYEE PERFORMANCE APPRAISAL IN PETIME

Manager’s name: .............................................................................................................

Position: ..............................................................................................................................
Department: ......................................................................................................................
Rated employee’s name: ..............................................................................................
Date: ..................................................................................................................................
EMPLOYEE PERFORMANCE APPRAISAL IN PETIME
Interim Appraisal rating
Criteria review Evaluation
HS S MS MU U HU
results
Job knowledge:
the ability to take
care for pets, make
beauty as well as
recognizing
illnesses.
Problem solving:
the ability to solve
the problems when
pets fight each
other.
Communication
and interaction:
understand how to
communicate,
interact with the
colleagues and
customers as well
as give them
advice.
Friendliness: get on
well with everyone.

Employee Signature Rater Signature

Checklist Scale:

EMPLOYEE PERFORMANCE APPRAISAL IN PETIME

Rater’s name: ....................................................................................................................
Position: ..............................................................................................................................
Department: ......................................................................................................................
Rated employee’s name: ..............................................................................................
Date: ..................................................................................................................................

Please return this form to Pet Care website by clicking on the following link:

Please choose Yes or No for one of the criteria below:

Criteria Yes No
Good communication
with customers and
colleagues.
Friendly
Have a passion with
pets.
Have knowledge
taking care of pets.
Professional

Any other evaluation for this employee.

.............................................................................................................................................
.............................................................................................................................................
.............................................................................................................................................
.............................................................................................................................................

Please return this form to Pet Care website by clicking on the following link:
Pettime_takecareyourpet@gmail.com
Customers: checklist and give comments are the easiest method of appraising employee’s
performance. The checklist includes question lists (depicting behavior and job performance of
employee). The rater answers in just “YES” or “NO” form. It is more convenient and easy to
conduct online. (Pawar, 2017)

Supervisors and Colleagues: applying checklist, MBO (Management by objectives), and 360-
degree appraisal are used for evaluating (considered to be the most effective way of appraising
employee’s performance as information and feedback is collected from all around.).
(Bajracharya, 2018). Many conducted-methods will make employee performance appraisal more
reliable and exactly.

Step 4: Compare actual performance with standards.

After conducting some evaluating ways and receiving feedbacks. Next, comparing actual
performance with desired standards allow the manager to institute suitable measures in order to
ameliorate performance and reach organizational objectives.

Step 5: Discuss the appraisal with employees.

The manager gives feedbacks and explains obviously for employees to understand their strengths
and weaknesses. It is necessary to prepare workers psychologically and the evaluation explains
obviously to avoid to be surprised and confusion for the employees. The aim here is to motivate
the employees and not necessarily to evoke emotions.

Step 6: Initiate corrective actions

Here is final stage in appraisal processes.

Some methods to effectively make according to the results of the appraisal. The results of
assessing performance should be inspected carefully and ascertain the areas need to improve.
Finally, taking action is capable of boosting the staff’ performance.
 References

Bajracharya, S. (2018, January 11). Performance Appraisal Methods. Businesstopia. Retrived

from https://www.businesstopia.net/human-resource/performance-appraisal-methods

Kemmerling, A. (2019, June 7). When and How Does the World Bank Evaluate Its Projects in
the Western Balkans. Reasearch Gate. etrieved from
https://www.researchgate.net/publication/281271134_Evaluating_the_Evaluators_When_
and_How_Does_the_World_Bank_Evaluate_Its_Projects_in_the_Western_Balkans

Pawar, Y. (2017, August 8). 8 performance appraisal methods you should be aware of. Retrived
from https://upraise.io/blog/types-performance-appraisal/?fbclid=IwAR2fThDcVut8Y-
Pa098meRoDdYW0SZ3xGk9PvZeKnmiOEFCuekT_azx63xo