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APPRAISAL - Coggle Diagram
APPRAISAL
FORMATIVE
both a planned and continuous process where appraisal evidence is used to inform employees about ways they can improve their workplace practices
main purpose is to enable managers and employees to have conversations about workplace performance, encouraging staff to think constructively about their own contributions to the organization within their job roles
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SELF-APPRAISAL
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prior to meeting with an employee, the manager will ask the employee to complete an evaluation form on his or her own, to be used as a basis for discussion during the annual performance review meeting
the manager and employee discuss the self-appraisal results, and negotiate final evaluations based on both the manager's perceptions and those of the employee
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360-DEGREE FEEDBACK
involves feedback of the manager, supervisor, team members and any direct reports
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in addition to evaluating the employees work performance and technical skill set, an appraiser collects an in-depth feedback of the employee
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SUMMATIVE
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likely to have recommendations and new targets and there is a degree of employee accountability inherent in the final document
to evaluate the relative contribution and performance of employees by using a predetermined set of standards or benchmarks
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CONS
1) if not done right, they can create a negative experience
2) very time consuming and can be overwhelming
to managers with many employees
3) based on human assessment and
are subject to rater errors and biases
4)can be a waste of time if not done appropriately
5)create a very stressful environment for everyone involved
PROS
1) provide a document of employee performance over a specific period of time
2) provide a structure where a manager can meet and discuss performance with an employee
3) allow a manager the opportunity to provide the employee with feedback about their performance and discuss how well the employee goals were accomplished
4) provide a structured process for an employee to clarify expectations
and discuss issues with their manager
5) provide a structure for thinking through and planning the
upcoming year and developing employee goals
6) can motivate employees if supported by a good merit increase and compensation system