Performance Appraisal Purpose-

The Employee Performance Appraisal System provides to employees,

descriptions and evaluations of work expectations. Good performance appraisals benefit both employees and the organization. They promote common understanding of individual needs, work objectives and standards of acceptable performance. They also give employees and managers a useful tool to aid in employee development. Timing of the Performance Appraisal System: As per the company policy, Appraisals are conducted on annual basis where either monetary appraisal or position appraisal pr both is done. All the employees are informed through mails.

What Should Be Evaluated: The criteria for assessing performance can be: Quality & Quantity Timeliness Interpersonal impact Problem Analysis Innovation & Creativity This is not an exhaustive list, but several other parameters too can be added depending on job requirements and organizational needs. Who conducts the Appraisal? The immediate appraisal is done by the supervisiors. The manager conducts a meeting with every employee, verifies the data filled by him and calculates the scores for the performance Methods Used The appraisal is done in the following two ways: Graphic rating method- WORK ASSESSMENT In this method the employees were rated on certain parameters which marked an employees performance on a continuum. This is basically done for performance appraisal.

A = Outstanding; B = Very good; C = Satisfactory; D = Below Average; E = Poor

WORK AND CONDUCT Knowledge of work Ability to work without supervision Initiative Sense of responsibility Capacity for cooperation Supervisory ability Attendance Punctuality Health Willingness to undertake extra duties Signed. (Supervisor) Date Overall Performance: This is: Poor, satisfactory, good and excellent RECOMMENDED FOR APPRAISAL Date Signed Checklist method:

GRADES

In this method employees are checked on the basis of their characteristics, where each of them has a weightage based on which an overall score is calculated. This is done basically as means of potential appraisal.

Parameters Positive Attitude Adaptable To Changes Effective Team Member Good Listener Helps Peers Cordial Relations With Other Employees

Rating Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No

EMPLOYEE APPROVAL I certify that the above is a fair/unfair assessment of my work and conduct. As I have reached my maximum one year now (Signed) Signature of officer assessed Date:

PART II (CONFIDENTIAL): To be completed by Head of Division Overall Grade (A - E): Give final remarks Recommendation for increment Recommendation for special commendation Well qualified for promotion out of turn Qualified for promotion in normal turn Doing well, but requires more experience Not at present suitable for promotion for other reasons Not at present eligible for promotion Recommended for increment Signed............. YES/NO YES/NO YES/NO YES/NO YES/NO YES/NO YES/NO YES/NO

Employee Disagreement with Appraisal: If an employee disagrees with any statement in a performance appraisal, he or she may attach a written rebuttal of performance standards, job tasks, ratings or the overall appraisal to the Performance Appraisal System form in the County's Human Resources files. Performance Appraisals are not grievable.

Conclusion Performance appraisal is the process of reviewing employee performance vis--vis the set expectations in a realistic manner, documenting the review, and delivering the review verbally in a face-to-face meeting, to raise performance standards year over year through honest and constructive feedback. In the process management expects to reinforce the employees strengths,identify improvement areas so that one can work on them and also set stretched goals for the coming year. Effective performance management requires a good deal of face-to-face supervisor-employee interaction. By knowing the subordinates, a supervisor can steer them onto a path of greater productivity and optimized output. It is one of the most significant and indispensable tool for an organization as it helps in getting to know the people who work for them. provides information,which helps in taking important decisions for the development of an individual and the organization.