Chapter-6 Evaluating Employee Performance
Chapter-6 Evaluating Employee Performance
Job Understanding:
Understands job duties and responsibilities.
Possesses sufficient skill and knowledge to perform all parts of
the job effectively, efficiently and safely.
Understands and promotes department mission and values.
Organizational Skills:
Ability to prioritize workload.
Ability to manage information flow (including internal, volunteer,
and external communication, and filing/documentation).
Bases of Evaluation
Continued…….
Quality of Work:
Attentive to detail and accuracy.
Demonstrates thoroughness, completeness, follow through on
presentation and appearance of work.
Dependability/Reliability:
Punctuality and regularity in attendance: arrives on time and
ready for the workday.
Completes tasks satisfactorily:
o Meets commitments
o Works independently
o Handles change
o Stays focused under pressure
Problem Solving:
Defines problems/central issues.
Collects and evaluates significant or relevant data.
Evaluates options, proposes and implements a sound solution.
Bases of Evaluation
Continued…….
Communications Skills:
Listens effectively and responds clearly and directly.
Makes effective oral and written communication clear and easy
to understand.
Interacts with others in a helpful and informative manner.
Interpersonal Skills and Teamwork:
Works effectively with other employees/departments.
Develops positive working relationships.
Helps improve work processes.
Helps to accomplish specific tasks.
Planning Skills:
Ability to establish short and long-term goals and objectives.
Ability to develop a well-defined plan according to established
goals and objectives.
Ability to execute a plan in an organized fashion.
Performance Evaluation Process
Evaluating the performance of the employees is an important task
of human resource management. Because a good performance
evaluation provides the true information about the efficiency and
effectiveness of the employee which helps the organization to
take any kind of decision e.g. promotion, increment, training
requirement, transfer, promotion etc. about the employee. So it
should go through a formal process. The process contains six
steps. They are:
Step 1: Establish performance standards with employees
inappropriate
leniency error
substitutes
central
similarity error
tendency
Factors That Can Distort Appraisals