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Topic: Performance appraisal

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	Performance Appraisal - UVI Policy Manual (Site not responding. Last check: 2007-10-18)
		The purpose of the performance appraisal system is to provide a formal means of communicating information to the employee concerning his or her work-related strengths and weaknesses, and to document employee performance.
		A performance appraisal will be performed on probationary employees at the end of their first three (3) months in a new position, and at the beginning of the month prior to the end of the probationary period.
		The performance appraisal document will serve as a written warning to the employee that his or her performance must improve within three (3) months or they will be subject to termination.
	hrweb.uvi.edu /policymanual/perfappraisal.html (545 words)

	Performance Appraisal
		Performance appraisal can be viewed as the process of assessing and recording staff performance for the purpose of making judgments about staff that lead to decisions.
		Performance appraisal should also be viewed as a system of highly interactive processes which involve personnel at all levels in differing degrees in determining job expectations, writing job descriptions, selecting relevant appraisal criteria, developing assessment tools and procedures, and collecting interpreting, and reporting results.
		Performance appraisal should be viewed as a process, and not simply as the creation of ubiquitous standards.
	filebox.vt.edu /users/dgc2/staffinghandbook/perfappraisal.htm (2579 words)

	Performance Appraisal (Negotiated Approach)
		Strengths of the negotiated performance appraisal are its ability to promote candid two-way communication between the supervisor and the person being appraised and to help the latter take more responsibility for improving performance.
		Sometime before ending this part of the performance appraisal meeting, it is good to review exactly what has been agreed to (a copy of these decisions may be printed out and given to each participant for further review and for a record of the meeting) as well as pending issues for future solution.
		The negotiated performance appraisal, to a great extent, accomplishes the task of removing possible surprises at a much deeper level, as it encourages candid conversation between the individual being appraised and the supervisor.
	www.cnr.berkeley.edu /ucce50/ag-labor/7labor/06.htm (7477 words)

	Performance Appraisal Process
		While many people view the performance appraisal process as beginning after 6 or 12 months of employment and view it as a review of how the employee has performed for the previous period, a successful performance management process begins during the hiring process.
		The appraisal form, used in the first step, consists of performance standards and criteria that are used to judge your performance.
		The performance standards are derived from a job analysis, which is a detailed list of all of the skills involved in performing a task.
	www.ascls.org /jobs/grads/performance_appraisal.asp (934 words)

	DPA - Statutory Appeals - Performance Appraisal
		Performance appraisals and performance standards may be grievable up to the third level of the grievance process.
		An employee may grieve the content of his/her annual performance appraisal through the third (DPA) step: (1) when he/she receives a substandard rating of the performance factors, or (2) when negative comments are inconsistent with the actual ratings received, or (3) when rating factors are not used and the narrative evaluation includes negative comments.
		An employee may grieve the content of his/her performance appraisal through the second step of the grievance procedure when he/she receives a substandard rating in either a majority of the performance factors or an overall substandard rating, or when an employee presents evidence that a substandard rating is not based on factual information.
	www.dpa.ca.gov /appeals/performance-appraisal.htm (719 words)

	Performance Management
		A: Since the appraisal period spans twelve months, it is appropriate for the person who supervised an employee the longest during the appraisal period to prepare the performance appraisal.
		The appraisal should be sent to the former employee for their review/comments and signature, then returned to the former supervisor for final review and signature.
		A copy of the appraisal should be sent to the employee for their records, a copy may be kept in the former department, and the original must be sent to the Human Resources Department.
	www.hr.uncc.edu /PerformanceManagement.htm (1942 words)

	Performance Appraisal (Site not responding. Last check: 2007-10-18)
		Performance Appraisals are incomplete or overdue, affirmative action goals are not fulfilled, staff grievances are not appropriately resolved.
		Performance appraisals of subordinate staff are current and complete, staffing actions are in accordance with applicable procedures, employee grievances are addressed in a fair and reasonable manner.
		Develops, revises and implements procedures to ensure that all job descriptions and performance appraisals are current, subordinate managers are trained to understand and execute their supervisory responsibilities.
	www.personnel-plus.com /es/topics/perfmgmt/performance_appraisal.htm (836 words)

	XV Performance Appraisal (Site not responding. Last check: 2007-10-18)
		Performance Planning- Performance plans should stress the mission aspects of the agency and, where appropriate, ensure the plan provides continuity for the long-term goals of the agency.
		Performance Standards-The Union recognizes the right of the Center to establish performance standards under the NASA Performance Management System consistent with 5 U.S.C. 4302, and the Center agrees to apply such standards in a fair and equitable manner.
		Performance Appraisal and Union Activities-Union Officers, Stewards, Trustees, and Representatives are expected to meet the same standards as other employees.
	www.afeu.org /xv__performance_appraisal.htm (964 words)

	MAKE PERFORMANCE APPRAISAL RELEVANT (Site not responding. Last check: 2007-10-18)
		No performance appraisal system can be very effective for management decisions, organization development, or any other purpose until the people being appraised know what is expected of them and by what criteria they are being judged.
		Performance appraisal interviews tend to emphasize the superior position of the supervisor by placing him in the role of judge, thus countering his equally important role of teacher and coach.
		If performance appraisal information is to be communicated to subordinates, either in writing or in an interview, the two most effective techniques are the management-by-objectives approach and the critical incident method.
	www.unep.org /restrict/pas/paspa.htm (4489 words)

	Introduction to Performance Appraisal
		That is, appraisal was used to decide whether or not the salary or wage of an individual employee was justified.
		By the same token, appraisal results are used to identify the poorer performers who may require some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay.
		Whether this is an appropriate use of performance appraisal - the assignment and justification of rewards and penalties - is a very uncertain and contentious matter.
	www.performance-appraisal.com /intro.htm (1211 words)

	Performance appraisal - Wikipedia, the free encyclopedia
		Performance appraisal has been around for hundreds of years, as it is only human nature to evaluate fellow colleagues.
		Performance appraisals are also effective and useful during the beginning period of employment at set intervals or when an employee changes job duties.
		Performance appraisal a human resources activity used to determine the extent on which the employees are performing the job effectively.
	en.wikipedia.org /wiki/Performance_appraisal (1885 words)

	Performance Appraisal (Site not responding. Last check: 2007-10-18)
		A key part of the appraisal process is a self-review by the employee which allows the employee to review his or her own performance.
		The performance appraisal program is designed primarily to clarify expectations and improve job performance through improved communication between an employee and his or her supervisor.
		If disagreements arise during the appraisal session, employees are responsible for providing a written explanation of their disagreement that will be attached to the completed appraisal form.
	www.usu.edu /hr/policies/329.htm (654 words)

	Teacher Performance Appraisal System > Ministry of Education
		The appraisal process for new teachers is designed to strengthen schools as learning communities in which new teachers are provided with plentiful opportunities to engage in professional exchange and collective inquiry that lead to continuous growth and development.
		Throughout the performance appraisal process, new teachers’ skills, knowledge, and attitudes are assessed, strengths and areas for growth identified, and next steps for improvement are planned, thereby informing the induction process.
		The appraisal system is intended to promote professional growth in the teaching profession, and as such, also includes the completion of an Annual Learning Plan by all experienced teachers in consultation with their principal.
	www.edu.gov.on.ca /eng/teacher/appraise.html (1366 words)

	TEC® Best Practices
		In the old model, performance appraisal tended to be one-way, adversarial, oriented toward the past and universally despised by all.
		Use performance appraisal to build relationships between supervisors and employees.
		Bill Scherer is a nationally recognized expert on the subject of performance appraisals and performance management.
	www.teconline.com /www/bestpractices/performance_appraisal.asp (693 words)

	Performance Appraisal - The School for Field Studies
		This appraisal does not have a merit increase associated with it, as the annual appraisal may. Its purpose is solely to review the new Employee's progress in the provisional period as the basis for determining an extension of provisional employment, termination, or the ending of the provisional status.
		Annual performance appraisals will be provided to all Employees with a date of hire prior to February 1st of the current fiscal year.
		Employees hired after February 1st will receive their first writing performance appraisal on their anniversary of date of hire and will receive a pro-rated evaluation in August.
	www.fieldstudies.org /pages/1117_performance_appraisal.cfm (365 words)

	Performance Management & Appraisal Help Center
		Free articles, and a free interactive performance appraisal discussion forum are featured, in addition to two article libraries.
		Robert Bacal has been working to help companies improve their performance management systems for over a decade, and is the author of a number of books on the subject.
		Lists the most respected books on various aspects of performance appraisal and management, with brief summaries.
	www.performance-appraisals.org (484 words)

	Human Resources: Performance Appraisal
		Performance evaluation should be a continuing process throughout the year, with a formal performance evaluation interview conducted annually.
		The basis for the evaluation is ongoing performance, not an isolated event.
		Avoid allowing a strong factor of the employee’s performance to influence another factor that needs improvements, or one that is weak to influence another that is outstanding.
	www.newschool.edu /admin/hr/appraisal/index.html (373 words)

	Performance Appraisal
		Performance criteria are a means of measuring performance, and ideally this standard is shared and agreed to by both you and the employee at the beginning of the performance evaluation period.
		The Performance Discussion Record requires the manager to write a detailed description of the performance being documented, then to write a detailed description of the actions that are to be taken as a result of that performance.
		Should an employee's performance fail to meet established standards it may be necessary to document the discrepancy in a written form using the Performance Discussion Record (PDR).
	nwmail.washtenaw.cc.mi.us /~bpeery/final/details.html (6732 words)

	Performance Appraisal - Performance Appraisal Forms and Samples
		This performance appraisal package is a Word file that you download and print right now.
		If you have ever had to create an employee performance appraisal form before, you know how time consuming it can be.
		We created our Performance Appraisal Forms to avoid these hassles, and give you lots of options for choosing the employee performance evaluation form that is right for you.
	www.performance-appraisal-form.com (844 words)

	WVU HR > > Performance Appraisal
		The performance appraisal process provides an opportunity to communicate performance feedback, review the job description, plan upcoming goals and objectives and develop an individual development plan.
		The goal of performance appraisal is to allow an employee the opportunity to progress to their full potential in order to meet organizational needs and his/her personal development goals.
		The foundation of the performance appraisal process is improved communications between the employee and the supervisor.
	www.hr.wvu.edu /emprelations/paforms.cfm (188 words)

	UCSD Blink: How to Conduct a Performance Appraisal
		The goal of a performance appraisal is to assess and summarize past performance and develop future work performance goals and expectations.
		Schedule the second performance appraisal meeting to discuss the initial draft of the performance appraisal, which you will be preparing.
		Prepare your initial draft of the Performance Appraisal and Development Model and ask the employee to bring the completed Employee Self-Appraisal to the second meeting for discussion of both.
	blink-prod.ucsd.edu /Blink/External/Topics/How_To/0,1260,1890,00.html (550 words)

	HRN Management Group - HR solutions for employee performance management, compensation, and administration (Site not responding. Last check: 2007-10-18)
		Performance Pro—The most powerful employee performance appraisal solution yet.
		Quickly and easily implement a performance appraisal system that's flexible, secure, intuitive, and saves you time.
		Performance Pro, an online performance review and employee development tool, is fully customizable and aligns employee goals, objectives and actions with company business strategy.
	www.hrnonline.com (167 words)

	Performance Appraisal Training Course (Site not responding. Last check: 2007-10-18)
		Delegates learn how to devise the competency framework for the appraisal based on a job analysis, how to design appraisal forms and questions, and how to avoid appraisals which are ultimately meaningless due to endorsement of middle responses or introduction of bias.
		Given that any organisation that is serious about effective performance appraisal needs to educate and receive buy-in from a number of stake-holders, organising an in-house course is ideal.
		Furthermore, where those who will be conducting appraisals have little experience of objective interviewing, PsyAsia suggests adding a further day to the program in order to focus on interview skills and techniques.
	www.psyasia.com /performance_appraisal_training_course_asia.htm (716 words)

	DHHS: Workplan Guide > Performance Appraisal
		When you complete this employee's performance appraisal, remember that the evaluation is for the entire work cycle, so be sure to consider the last supervisor's overall summary rating in determining the employee's current overall summary rating.
		Employees who want to dispute the final rating must file a dispute form with their HR office within 15 days of receiving their final written appraisal and notice of appeal rights.
		Since she is new and still learning, her performance at this stage of her development is at the expected level.
	www.dhhs.state.nc.us /humanresources/workplan/appraisal.html (1671 words)

	Performance Management & Performance Appraisal - The Help You Need Main Page
		And, Cost/Benefits of Performance Appraisal - Stop Confusing the Truth for a serious take on the false information being disseminated about the costs and benefits of performance appraisals.
		This page is intended to provide you with information and resources to help you improve your performance appraisal and management system, or become a better, more effective participant in the process.
		Finally, we are often asked to do keynote addresses and speaking engagements on performance management and appraisal topics.
	www.work911.com /performance (869 words)

	Performance Appraisal Software, 360 Degree Feedback, Web Based Online
		Accommodates the following Performance Cycle alternatives: 1, 2, 3, 4, 6 or 12-monthly performance appraisals, as well as employee anniversary-based.
		Appraisal Smart does not limit you to "regular" Performance Appraisals only, but allows you to create any number of additional AD-HOC Appraisals as well, such as for Probation, Promotion, Succession, and Disciplinary.
		Appraisal Smart enables the creating and updating of Job Descriptions online, giving managers the ability to view the Job Descriptions of their direct reports - and employees to view their own - with the mere click of a mouse.
	www.appraisal-smart.com (447 words)

	ZPG Performance Appraisal and Performance Management Resources (Site not responding. Last check: 2007-10-18)
		We've helped thousands of managers and employees create objective measures for any kind of work, and tie them into performance appraisal or performance management system that does what you need it to do.
		Zigon Performance Group, is based in suburban Philadelphia and was founded in 1986 with the sole purpose of helping clients improve employee performance through better performance measurement.
		ZPG shares its unique and proprietary measurement processes and idea database with a broad range of Fortune 1000 clients nationwide by providing training, assessment services and publishing.
	www.zigonperf.com (330 words)

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