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Employee From the (1) Tell (2) Tell

Viewpoint employee viewpoint, the purpose of performance appraisal is four-fold: me what you want me to do me how well I have done it

(3) Help me improve my Performance (4) Reward me for doing well.

There is a basic human tendency to make judgements about those one is working wi th, as well as about oneself. it is both inevitable and universal. people tend to judge the work performance of others, including subordinates, nat urally, informally and arbitrarily. The human inclination to judge can create serious motivational, ethical and lega l problems in the workplace. Without a structured appraisal system, there is little chance of ensuring that the judgements made will be lawful, fair, defensible and accurate. The process was firmly linked to material outcomes. If an employee's performance was found to be less than ideal, a cut in pay would follow. On the other hand, if their performance was better than the supervisor expected, a pay rise was in order.e will be lawful, fair, defensible and accurate.

SAMPLE / DRAFT PERFORMANCE APPRAISAL PROCEDURES (Please Note: All Sample/Draft Personnel Policy language should be reviewed and approved by a City Attorney prior to adoption.) I. Why do performance evaluation? * Employee development * Identification of training needs attorney * Employee motivation * Identification of organizational problems * Documentation to support other management decisions including corrective actio n/discipline * Ensure Job / Position Description is up to date and accurate. II. How to do performance evaluation: * Establish the right atmosphere. Find a private place where interruptions and phone calls are unlikely. Have your calls held. Even the seating arrangements can be more important than you think. Two comfortable chairs at a conference ta ble are better than sitting behind the desk with the employee in front of you. * Choose the right time. Look at your work schedule as well as the employee s. Mid-morning is often considered an ideal time. You ve completed the start-up rout ine but neither of you is too tired to conduct a proper appraisal session. Frid ays can be bad days if you are dealing with a marginal performer. There is a we ekend to brood immediately afterward, instead of a workday when improvements can be made. Select a time other than lunch. You and the employee will be able to better focus on the appraisal rather than the distraction of the meal and the s erver. * Be in the right frame of mind. Don t attempt to conduct an appraisal session if you are not feeling well or if the staff person is not well. Both of you need to be prepared mentally for the session. * Set the agenda. Have the self-appraisal, planning calendar and appraisals fro m others in place. * Review position description with employee in advance of evaluation with partic ular emphasis on the performance evaluation factors included in the description. * Continuous observations during the year with written notation, dating and desc ribing important examples of good and poor performance. * Evaluate each performance factor independently of all other factors.

* Plan a :30 minute employee conference to review the evaluation. Schedule the c onference no more than one or two days in advance to minimize pre-meeting appreh ension. * The conference should be friendly but formal. Emphasize good performance and b e specific about any unsatisfactory performance. * Emphasize that an unsatisfactory rating is your appraisal of job performance, not of the person. * If unsatisfactory performance noted, specify the expected corrective actions a nd set near term (3 month) follow up. Do this until the performance improves. * Brief your supervisor on the strong and weak performance evaluations of those employees you supervise. III. Directing the appraisal session: You are conducting this session for one purpose; to discuss the employee s perform ance. You should avoid all questions that produce short, simple answers. Try i nstead to ask questions that require extended, thoughtful responses. * Which parts of the job do you feel you do well? This open-ended question enco urages the employee to expand and discuss his/her job. * Provide me with the details. * Please elaborate. IV. Providing feedback: Make the feedback specific. Sometimes employees just don t measure up to the city /town s performance standards. You have to point this out, and it won t be easy. S ome managers try to avoid this experience. They hope the employee s performance w ill improve with time, experience, or just luck. Usually, the result is just th e opposite. Employees conclude that their performance is acceptable and no one tells them anything different until they are fired (worst case scenario). In a case like that, a huge wrongful discharge claim could be filed because appraisal s didn t reflect the actual performance. Performance feedback needs to be constructive in order for it to be productive. It tries to reinforce the positive and change the negative by: * Identifying what was done well or poorly. * Describing what action or behavior is desired. * Explaining the effects of the observed and desired acts or behavior. Constructive feedback focuses on the behavior, not the person. * Consider the employee s feelings; focus on the action, not the person. * Avoid attacking the individual and making judgments. * Encourage the employee to listen rather than go on the defensive. * Let the employee know what behavior is expected. Explain how you want inadequ ate behavior changed. * Explain the results or effect of the action or behavior. * Take time to point out positive behaviors that can be repeated and work with t he employee to come up with ways to repeat those behaviors. * Follow up with more feedback and action plans as needed. V. Evaluation errors: * "Halo and horns" effect - a general impression colors the rating on all factor s. Treat each factor separately. * "Recency" effect - the evaluation is based upon the last three or four weeks o f performance rather than the totality of the evaluation period. * "Central tendency" - fence straddling by the evaluator who is unwilling to ass ign appropriate high or low ratings. * "Rater bias" - personal prejudice against the employee.

VI. Administration: * An employee's signature on the evaluation form does not necessarily imply agre ement with the evaluation, only that the employee has participated in the evalua tion. * Written memoranda documenting performance through out the year should be attac hed to the evaluation report. * Performance appraisals should be signed by the supervisor. * The signed report and the employee's comments and other documents must be file d in the employee's personnel folder and stored in a secure place not readily ac cessible by employees. * The personnel file should be made available to the employee upon request but u nder controlled circumstances to prevent loss of critical documentation. SAMPLE/DRAFT PERFORMANCE EVALUATION FORM Employee:_________________________________ ________ Supervisor:________________________________ _______ Date: _____________________________________ Time in Position:________________________ SECTION I - GENERAL PERFORMANCE STANDARDS Consider each standard separately. Mark an X in the appropriate box which most r eflects the evaluator s response. A substandard performance rating on any performa nce standard must be supported by specific comment in the space provided. Use ad ditional sheets if necessary. 1. JOB KNOWLEDGE, SKILLS, AND ABILITIES: The employee demonstrates the knowledge , skills and abilities necessary to perform work satisfactorily. Does not have the basic knowledge, skills and abilities to perform work satisfac torily. ?as the basic knowledge, skills, and abilities to perform work satisfactorily. H ?as exceptional knowledge, skills, and abilities to perform work. H ?OMMENTS: C Position:_______________________ Department:_____________________

2. QUALITY OF WORK: The employee demonstrates accuracy, attention to detail an d effectiveness in completion of work. Work is sometimes inaccurate or incomplete; fails to meet departmental standards . ?ork is usually accurate and thorough; work meets departmental standards. W ?ork is consistently of excellent quality, accuracy, and detail. W ?OMMENTS: C

3. PRODUCTIVITY: Employee performs work with efficiency, consistency and timel iness. Works slower than expected; work is of substandard consistency and timeliness. ?ompletes work on time, with consistency and efficiency; meets departmental stan C dards. ?uickly completes work, often ahead of schedule; effectively prioritizes works; Q exceeds departmental standards. ?OMMENTS: C

4. RELIABILITY: The employee exhibits dependability and conscientiousness in p erforming work and in willingness to accept responsibilities. Sometimes is not dependable and conscientious in performing work; unwilling to a ccept responsibilities. ?onsistently dependable and conscientious; usually accepts responsibilities; mee C ts departmental standards. ?xtremely dependable; follows through promptly on all tasks; accepts responsibil E ties; exceeds job goals; show high level of initiative. ?OMMENTS: C

5. COMMUNICATION: The employee demonstrates the appropriate level of written an d verbal communication skills necessary to satisfactorily perform the job. Communication skills impair work performance. ?ossesses the required communication skills and is effective in the position; me P ets departmental standards. ?as excellent communication skills; very effective in verbal and written interac H tions. ?OMMENTS: C

6. WORK RELATIONSHIPS: The employee possesses the ability to maintain effective and productive working relationships with fellow employees, supervisors and the public. Has trouble getting along with other employees, supervisors, and the public.

?as a generally positive approach in assisting others; maintains effective worki H ng relationships; meets departmental standards. ?xceeds departmental standards; highly cooperative; works hard to promote positi E ve work relationships. ?OMMENTS: C

7. SAFETY: The employee adheres to the rules and regulations to ensure safety st andards are met. Fails to follow safety rules and regulations; falls below departmental standards . ?ollows safety rules and meets departmental standards. F ?xceeds departmental standards for safety. E ?OMMENTS: C

SAMPLE /DRAFT JOB PERFORMANCE STANDARDS This section is designed to be "job specific". Refer to the "Job Performance Sta ndards" of the employee's position description. Briefly list the major job dutie s specifically related to the performance of this job. Check the standard which represents the employee's work performance. Additional job performance standards may be attached. In the comment section, provide information to explain and sup port ratings that indicate substandard performance. BELOW STANDARD: Job performance generally falls below standards required for the position. MEETS STANDARDS: Job performance satisfactorily meets the requirements for the p osition. EXCEEDS STANDARDS: Job performance consistently exceeds the standards for the po sition. JOB PERFORMANCE EXCEEDS MEETS STANDARD BELOW STANDARD STANDARDS 1. COMMENTS: 2. COMMENTS: 3. COMMENTS: 4.

COMMENTS: 5. COMMENTS:

SECTION III - OVERALL WORK PERFORMANCE: Check the standard which matches the em ployee's OVERALL work performance. An overall work performance rating which does not meet "Job Requirements" requires specific explanation in the comment sectio n. Explanation must include the specific job performance areas requiring improve ment. Attach additional sheets as necessary. Performance needs improvement to meet Job Requirements. ?erformance meets Job Requirements P ?erformance exceeds Job Requirements. P ?OMMENTS: C

SECTION IV - EMPLOYEE COMMENTS: Comments are encouraged either agreeing, disagre eing or acknowledging the supervisor's evaluation. Attach additional information if needed. Supervisor's signature:___________________________________________ _____________ Date:__

Employee's signature:____________________________________________ ___________

Date:____

Chief Administrator's signature:_____________________________________ ______________

Date:

NOTE: By signing this form, the employee acknowledges only that this evaluation was discussed and a copy has been received by the employee. The employee's signa ture does not signify agreement with the evaluation. SAMPLE/DRAFT EMPLOYEE SELF EVALUATION EMPLOYEE NAME: ___________________________ DATE:_______________ EVALUATOR: _______________________________

1. What were your principal accomplishments in your areas of responsibility sin ce your last evaluation? ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________________________ ____________________________________________________________________ 2. Within the areas of your responsibility, what are things you could improve or build upon? ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________________________ ____________________________________________________________________ 3. Having reviewed your position description, do your areas of responsibility fi t your position description? If certain areas do not, what adjustments do you f eel should be made? ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________ 4. What aspects of the city/town operations are you most satisfied with? ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________ 5. What aspects of the city/town operations are you least satisfied with? ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________________________ ____________________________________________________________________ 6. How do you feel about your career development with the city/town? ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________________________ ____________________________________________________________________ 7. Where do you see yourself two years from now? ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________ Once this self evaluation has been reviewed by the employee and evaluator, it sh ould be attached to the employee s Performance Appraisal

Raw Banana Thoran Recipe Ingredients 1. Vazhakka (Raw banana) 200 g 2. Coconut cup Green chilly 4 Turmeric powder teaspoon Garlic 3 pods Shallot 3 Cumin powder teaspoon 3. Coconut oil 2 tablespoon Dry red chilly 2 Mustard seed 1 teaspoon Curry leaves 1 stem 4. Salt As required Procedure: Peel the bananas and cut into small cubes. Wash them well. In a pressure cooker, cook the bananas with enough water and salt. Grind ingredients 2 coarsely. Heat oil in a pan, splutter mustard seeds, add dry red chilly, curry leaves. Add the cooked bananas and grinded coconut. Mix well and cook on a low flame for 2-3 minutes. Kerala Style Sambar recipe Red gram(Thuvaraparippu) As reqd Pearl/Red onions(Kunjulli) 150 gm Vegetables: Drumstick(Muringakkai) 2 nos Carrots 2 nos Potatoes (medium) 2 nos Raw Plantains(Paccha Kkai) 1 no Tomatoes 2 nos Lady s finger(Vendakkai) 4-5 nos Fenugreek seeds(Uluva) A pinch Black gram(Uzhunnuparippu) A pinch Mustard seeds 1 tsp Cumin seeds(Jeerakam) A pinch Chilly powder - 1 tsp Sambhar powder(optional) Turmeric powder - 1/2 tsp Coriander powder - 2 tsp Salt As reqd Ghee - 1 tsp Tamarind water-1/4 cup or as required Coriander leaves A bunch

Preparation Method of Kerala Sambar Recipe 1)Cook the red gram in a pressure cooker along with tsp turmeric powder, a pinch of salt, ghee and the reqd qty of water. 2)Heat a pan and splutter mustard seeds, fenugreek, black gram and jeera. 3)Add onions and saut for a while till they become very light golden in colour. 4)Add coriander powder, chilly powder and turmeric powder along with a tsp of sa mbhar powder which is optional. 5)Saute` till the raw smell goes. 6)Add the vegetables along with some water. Stir well. 7)Add the tamarind water which is again optional. 8)Close the pan and cook the vegetables. 9)Add salt as required. 10)Once the vegetables are cooked, add the cooked red gram or dal and mix well. 11)Add little water and bring to a boil or till the required consistency is reac hed. 12)Finally, add coriander leaves and close the vessel so as not to lose the flav our of kerala Sambar. :- Serve kerala sambar hot with dosa or rice or vada. :- Enjoy the yummy kerala sambar recipe.