Performance AppraisalNovember 21, 2011David A. KnappThe Manager’s ChallengeTranslating the plan into action through people.Start with the orientationTo the organizationStart with the orientationTo the jobSetting goals for your employeesSpecificSetting goals for your employeesSpecificChallengingSetting goals for your employeesSpecificChallengingTime limitedSetting goals for your employeesSpecificChallengingTime limitedEmployee participationSetting goals for your employeesSpecificChallengingTime limitedEmployee participationFeedbackObtaining results from goal settingSpecify how performance will be measuredObtaining results from goal settingSpecify how performance will be measuredDefine the target of performanceObtaining results from goal settingSpecify how performance will be measuredDefine the target of performanceSet time periods or deadlinesObtaining results from goal settingSpecify how performance will be measuredDefine the target of performanceSet time periods or deadlinesPrioritize and rate goals as to importance and difficultyObtaining results from goal settingSpecify how performance will be measuredDefine the target of performanceSet time periods or deadlinesPrioritize and rate goals as to importance and difficultyProvide managerial supportObtaining results from goal settingSpecify how performance will be measuredDefine the target of performanceSet time periods or deadlinesPrioritize and rate goals as to importance and difficultyProvide managerial supportUse rewardsMeasuring performancePerformance Appraisal – a formal assessment of how well employees are performing their jobs.Measuring performancePerformance Appraisal – a formal assessment of how well employees are performing their jobs.The least favorite job of the manager!Rationale• Basis for reviewing organization’s progress toward goalsRationale• Basis for reviewing organization’s progress toward goals• Two-way communication with employeeRationale• Basis for reviewing organization’s progress toward goals• Two-way communication with employee• Employee developmentRationale• Basis for reviewing organization’s progress toward goals• Two-way communication with employee• Employee development• Basis for equitable rewardsRationale• Basis for reviewing organization’s progress toward goals• Two-way communication with employee• Employee development• Basis for equitable rewards• Provides documentation to protect both manager and employeeTypes of appraisal systemsDetailed in the text; include:• Absolute systems (criteria-based)Types of appraisal systemsDetailed in the text; include:• Absolute systems (criteria-based)• Relative systems (employee comparisons)Types of appraisal systemsDetailed in the text; include:• Absolute systems (criteria-based)• Relative systems (employee comparisons)• Outcome-oriented systemsAppraising pharmacy techniciansText – Table 10-7Appraising pharmacistsProfessionals in organizationsThe Performance Appraisal Interview• PreparationThe Performance Appraisal Interview• Preparation• ConductThe Performance Appraisal Interview• Preparation• Conduct• FollowupPerformance appraisal and rewards• Kinds of rewards• Employee development• Financial implications– Cost-of-living– Seniority (“step increases”)– MeritPerformance Evaluation: SummaryGoalsPerformance criteriaPeriodic appraisalWritten and personal communicationPraise and