SMH3053 PERFORMANCE APPRAISAL

OBJECTIVES

2 types of objectives
1. Results based objectives An objective for the outcome of a process or a task
2. Performance based objectives An objective regarding the things that should be done to achieve desired results

PERFORMANCE OBJECTIVES & PERFORMANCE STANDARD

Performance objectives and standards are two most common methods to define expected results. They identify baselines for measuring performance results From objectives and standards supervisors can provide specific feedback describing the gap between expected and actual performance.

PERFORMANCE OBJECTIVES & STANDARDS MUST BE:

PECIFIC
EASURABLE CHIEVABLE

ELEVANT
IME BOUND

SMART

SPECIFIC
Must be very clear and detailed enough so

as to leave no room for ambiguity or misinterpretation

MEASURABLE
Always use a verifiable verb and describe an

action that can be seen and measured.

SMART

ACHIEVABLE
Should always be achievable

RELEVANT
Should be relevant to the performer they

should relate to the objective that matter to that person

TIME BOUND
More effective if they are to be achieved

within a defined time frame

PERFORMANCE STANDARDS
Is the expected level of performance associated with a particular performance indicator. The purpose is to communicate expectations Performance standards are:

Based on the position, not the individual Observable, specific indicators of success Meaningful, reasonable and attainable Describe fully satisfactory performance once trained Expressed in terms of quantity, quality, timeliness,

cost, safety or outcomes.

DETERMINING PERFORMANCE STANDARDS

Consider the following:

What does a good job look like?
How many or how much is needed? How long should it take?

When are the results needed?

How accurate or how good is acceptable Are there budget considerations?

Are there safety considerations?

DETERMINING PERFORMANCE STANDARDS (cont)

Are there legislative or regulatory

requirements that require strict adherence? Are there behaviors that are expected in the department to promote teamwork, leadership, creativity, customer service? What results would be considered satisfactory? What condition will exist when the duty is well performed? What is the difference between good and poor performance?

DETERMINING PERFORMANCE STANDARD

Need to know what is

PERFORMANCE CRITERIA

PERFORMANCE CRITERIA
Job related abilities/ behavior Personality/ trait Results

Performance Criteria

PERFORMANCE CRITERIA Personality /trait

Does the employee have the personality or trait that is important to do a certain job? To what extent?
E.g. dependability, creativity, initiative and leadership.

Popular because it is easy to develop Gradually dying out An area of great sensitivity and any criticism on these grounds is likely to elicit defensiveness and even outright hostility. Tends to be vague and subjective. Currently, chiefly used in selection, promotion assessment and individual development especially personality

PERFORMANCE CRITERIA Job-related abilities / behavior

A more detached, less personal way of discussing performance. Look at the individuals behavior or abilities (competencies) to do a certain job. Specifically to describe which actions should (or should not) be exhibited on the job. Frequently used to provide employees with developmental feedback

PERFORMANCE CRITERIA Results

Based on the appraisee achievements or outputs.

E.g. sales figures, production output etc.

Less subjective, hence may be less susceptible to bias Furthermore it give the employees the responsibilities towards their outcome, while giving them the discretion over the methods used to accomplished the work (within limits) empowerment in action.

Oversees library department desk

assures coverage for all times library is open responds to patrons' questions and resolves

problems in a timely manner and with a strong focus on customer service

Reshelves books:
all books are reshelved within 24 hours of return books are reshelved in proper location

Trains student workers:

assures that all students have the proper

training to work at the desk training is completed within the first two weeks of the semester follows up on each student's performance and continues training and coaching as needed

Oversees clerical support functions:

work priorities are clearly established and followed manages the performance of the support staff by

providing a motivational environment, correcting poor performance and acknowledging good performance

Composes correspondence:
composition is professional, grammatically correct,

clear and logical and reflects the tone and philosophy of the department correspondence is timely and has a customer friendly orientation

Develops and maintains complex files and databases:

files and databases are accurate and updated on a

regular basis trains others in use and interpretation of databases assures back-up in maintaining files and databases

Makes travel arrangements and completes travel documents:

all arrangements are made in a timely manner assures that all travel stays within the travel budget with

exceptions cleared by the Chair monitors to assure accuracy in documents responsible for determining all extenuating circumstances and resolving problems