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Gina,
I tend to agree with you that performance appraisals are not the best way to improve performance. I work for a non-profit agency that has tried a variation of the standard appraisal. The first 2 years of employment, an employee gets an appraisal that is based directly on components of their job description (rated on a scale of 1-5.) However, after the 2nd year, we get a much simplified appraisal, where we set specific goals (6 month and 1 year). They break down into 2 professional and 2 personal goals - arrived at together with your immediate supervisor. We all also get 6-month reviews. I like this system (I've been here 6 years now) because it goes beyond job descriptions and focuses on specific goals.
One thing our management decided a while ago was NOT to tie merit raises into performance appraisals. What ended up happening is that we no longer get any merit raises at all now! I would love to hear from people in non-sales/production environments as to how they determine merit pay/raises.
~Deborah Witmer
-----Original Message-----Hello,
From: gina@... [mailto:gina@...]
Sent: Monday, June 26, 2000 7:18 AM
To: perftips@egroups.com
Subject: [perftips] Performance Appraisals
Currently I am working on redoing the performance appraisals for my
company. However, while I understand the reason why performance
appraisals exist I do not believe that they are the most effective
tool for improving an employee's productivity. If I can come up with
an alternate system of providing feedback to employees, my boss has
agreed to implement the plan and get rid of performance appraisals.
Does anyone have any suggestions? Thanks
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