Transcript Performance Appraisals and Post-Selection Carlyn Kubler Makisha Patterson

Performance Appraisals and
Post-Selection
Carlyn Kubler
Makisha Patterson
Performance Appraisals
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What are they?
What do they do (for employers and employees)?
Importance
Alternatives
Overall - are they good?
Guidelines
What are they?
• Performance
appraisals are yearly
or periodical ratings
or evaluations of
employee
performance by a
supervisor
What do they do?
Performance Appraisals :
• Allow employees to:
• See past/present performance
• See what needs improvement/how to
improve
• Allow employers to:
• Find validation in organizational action
(selection, training)
• Find what needs refinement
Importance
• Performance appraisals are meant to help managers and
employees interact and communicate
• Employees learn expectations and if they are meeting job
requirements
• Employees learn what their strengths and weaknesses are
• Results of appraisals are typically used directly or
indirectly for determining reward outcomes (merit pay
increases, bonuses, and promotions)
• Not having any performance evaluation reduces credibility
of supervisor/employer/company
• Employees must be evaluated in some way
Alternatives to Performance
Appraisals
• Peer Reviews
• Group of workers in the same department evaluate one another.
• Not very costly.
• Self Reviews
• Employees rate themselves.
• Least costly and not a lot of paperwork.
• Upward Assessments
• Used by Honda, Chrysler, Motorola and NASA.
• Evaluation of managers by outsiders.
• Can be costly.
• 360 Degree Feedback Review
• Most comprehensive of all.
• Includes self ratings, peer review, and upward assessments such
that feedback from everyone is considered.
• Very costly and a lot of paperwork.
Overall are they good?
• Problems with performance appraisals:
• Hard to be objective because each manager has a different idea
about things.
• Appraisals are meant to show employees how to develop and
become more productive. Rating an employee on a scale of 1-5
does not help their development. (1 being unsatisfactory and 5
being exceptional)
• Leave room for judgment and conflict, possibly causing some kind
of litigation.
• Unfairness or bad ratings can lead to back-lashing. If an employee
feels unfairly rated, she/he is less likely to cooperatively contribute
and may claim the boss just does not like her/him.
Guidelines for Performance
Appraisals
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Managers Should:
• Have a legally valid performance review process
• Must be in ordinance with the 1964 Civil Rights Act
• Which states no one should be discriminated against on the basis of race,
color, sex, religion, or nationality.
• Use a standard form for performance appraisals.
• Schedule the first performance review for six months after employee starts working
there, then six months after that. Once that is complete, yearly evaluations are
sufficient.
• Initiate the performance review by notifying the employee in advance (usually two
weeks or more) of the appraisal.
Have the employee suggest any updates to the job description or about the appraisal
with written contribution.
Record the employee’s input to the appraisal
Hold the performance appraisal meeting where goals and expectations should be
unambiguous and clearly outlined.
Lastly, update and finalize the form after the evaluation has been executed.
What is Post-Selection?
• Post-Selection is the process of internally
selecting an employee based on certain
criteria for a particular job
Hiring Process
The hiring process is simple. It has three or
four phases…..
 Application
 Selection
 Post-Selection, Pre-Placement
 Probationary Period
Selection Process
During this phase the employer will…..
 Reference Check- Conduct a reference
And document check
 Pre-Offer- Prior to extending an offer of
Employment, verify salary information with
Vice President and Human Resource. Any other information regarding
position, start date. *Start dates should always be on Mondays, and
the first day of the pay period, if possible
 Selection- A candidate whose qualifications , experience and
background best meets the requirements for the position and is a good
fit within the department should be selected
Post-Selection
Process
• Extending the offer- By extending the offer of employment the hiring
manager should notify Human Resources of the selection.
• Offer Letters- A letter confirming the verbal offer will be sent to the
new employee by Human Resources. The letter will include……
 Position Title
 Workweek
 Salary
 New Employee Orientation Dates
• Regret Letters- The hiring manager should send all applicants not
selected a written notification that the vacancy has been filled.
• New Employees Orientation- New employees will be scheduled for
an Orientation for new hirees.
Advice for Post-Selection
Process
• Submit Resume
• Three References
• Academic Records
Website 1
• http://www.managementhelp.org/
Website 2
• http://www.work911.com/performance/parti
cles/rating.htm
Website 3
• http://www.hrplatform.com/index.html
Website 4
• http://hr.nd.edu/policy/manual/Employment/
rsh.shtml
Website 5
• http://www.nrw.qld.gov.au/about/employme
nt/applicants_guide.doc
Question & Answer