PERFORMANCE

ASSESSMENT

By: R.Kabwe
 Introduction
• Performance means the process
where employees with their
engagement of knowledge and
skills perform the work through
the realization of their objectives
effectively.
 DEFINITION
• Performance assessment is the direct,
systematic observation of an employee
or employees performance and rating
the performance according to pre-
established performance criteria.
• Performance management is an ongoing
process of communication btn a
supervisor and an employee that occurs
through the year in support of
accomplishing the strategic objectives of
the organization
 Why assess performance
 performance assessment allows
policy makers, Health providers
and The population to see
themselves interms of social
arrangements they have
constructed to improve health.
 It invites reflection on the forces
that shape performance and the
actions that can improve it.
 Develop performance
standards: as an organization
institutes a performance policy,
it needs to develop standards to
adequately evaluate employees
 Align performance to
organizational goals: A
successful assessment aligns the
performance with the goals of
the organization
 Clarity among employees:
when regular performance
assessment is done,the
employees learn exactly what is
expected while on the job
 Positive reinforcement: using
performance assessment should
not only point out shortcomings
for employees but also provide
positive reinforcement for a job
well done
 Determining weak links: using
performance assessment,
employers learn which
employees are not performing
well enough in their positions
The objectives of the
assessment of performance
are:
 To review the performance of
employees for a period of time;
To assess the gap between the
current and desired performance;
To assist the manager in conducting
the control/audit;
To help in improving
relationships and communication
between managers and
employees;
To establish the strengths and
weaknesses of employees, in
order to identify training needs
and future development;
• To provide the feedback from
employees regarding their
performance;
• To ensure the clarity of expectations
and responsibilities of the functions to
be performed by employees;
• To evaluate the effectiveness of other
functions of the organization's human
resources such as
• recruitment, selection, training and
development;
• To reduce employee grievances.
 Types of Performance
Assessment
1- Assessment of features /
attributes of personal character;
2- Behaviors;
3- Results;
4- Self-assessment
1. Assessment of features / attributes of
personal character –
 enables managers to evaluate the personal
characteristics of their employees that are relevant
to their work performance such as skills, talents and
personality.
 However, this type of assessment also has its
disadvantages, as having a specific personal
characteristic not guarantee that this feature will be
used at work and will result in higher performance.
 For instance, employee may have high capability,
but its performance may be lower due to the low
level of motivation by his leaders.
 Given the fact that character features are relatively
stable, employees have little opportunity to change
them in favor of performance.
2. Assessment of behavior –
 Through the evaluation of behavior
(action reaction), managers assess how
performing the employees.
 While evaluation of the character features
estimates the employees, behavioral
assessment evaluates what they do and
how employees react to the work process.
 Since for the employees is easier to
change their behavior in the work process
than character features, then the
feedback is more likely to lead to better
performance than in the first case.
3. Assessment of the results –
 people differ from their abilities and inclinations.
There is always a difference between the quality
and quantity of the same work which is performed
by two different
• persons. An employee may engage more but does
not contribute at all to achieve the objectives of
• the organization. An example of this is the case
when each employee in manual mode compiles
• every form and procedure, while the other carries
them using computer technology. Therefore, for
• the organization is necessary the performance
evaluation based on results and quality in order to
• understand each employee skills, competencies
and values.
4. Self-assessment
 is another method of evaluation that
puts the employee to assess and
evaluate its performance in meeting the
objectives of the organization.
 However, the problem of performance
evaluation by the individuals themselves
followed by suspicion that people can be
subjective.
 For this reason it is not even realistic to
expect that of themselves will be the
right assessments by Employees
Performance Assessment
Process
 Establishing performance standards
Communicating standards and
expectations
Measuring the actual performance
Comparing with standards
Discussing results
Providing feedback
Decision-making and taking
corrective actions
The first step
 the process of performance assessment is
the establishment of standards which will
then be used as a basis for comparing
actual performance of employees.
 This step requires the definition of criteria
for assessing the performance of
employees as successful or unsuccessful
and the level of their contribution to the
realization of objectives of the
organization.
 These standards must be clear,
The second step –
 after setting these standards,
the manager is responsible to
communicate them to all
employees in the organization.
This helps employees
understand their role in the
organization and to be more
committed to their tasks.
The third step –
 is the evaluation of performance
which is aimed at assessing the
achievements of employees and
the commitment they made to
achieve the objectives of the
organization.
The fourth step
 after assessing the performance
is going to be the comparisons
with standards in order to see
the deviations of the employees’
performance from the defined
standards.
 This includes the evaluation of
data regarding the performance
of employees.
The fifth step –
 the performance assessment
process is incomplete without the
communication of feedback or the
result of performance assessment to
employees by the manager.
This enables employees to high
scores to know that their efforts are
appreciated and rewarded, while to
the employees with poor
performance make aware that their
performance should be improved.
Performance assessment cycle
1.Performance Planning
 means setting performance expectations and
goals for groups and individuals to channel their
efforts toward achieving organizational
objectives.
 It also includes the measures that will be used
to determine whether expectations and goals
are being met.
 Involving employees in the planning process
helps them understand the goals of the
organization, what needs to be done, why it
needs to be done, and how well it should be
done.
2. Performance Monitoring
 Means consistently measuring
performance and providing ongoing
feedback to employees and work
groups on their progress toward
reaching their goals. Ongoing
monitoring provides the opportunity
to check how employees are doing
and to identify and resolve any
problems early.
3. Developing
 means increasing the capacity to
perform through training, giving
assignments that introduce new skills or
higher level of responsibility, improving
work processes, or other methods.
• Development efforts can encourage
and strengthen good performance and
help employees keep up with changes
in the workplace
4. Rating
 means evaluating employee or group
performance against the elements
and standards in an employee's
performance plan, summarizing that
performance and assigning a rating
of record.
5. Rewarding
 Means providing incentives to and
recognition of employees, individually and
as members of groups, for their
performance and acknowledging their
contributions to the agency's mission.
• There are many ways to acknowledge
good performance, from a sincere "Thank
You!" for a specific job well done to
granting the highest level, agency-specific
honors and establishing formal cash
incentive and recognition award programs.
Roles of supervisor in performance
assessment
1. PLANNING:
 explain to the employee how
she/he helps the department
attain its goals
 work with the employees to
define key result areas, goals and
performance standards
 Explain competencies
Coaching
 provide frequent informal
coaching
 Point out the good works that the
employee is doing
 Identify better ways how the
employee can improve in their
weak areas
 Communicate new opportunities
Review
 put together all served notes or
documents about the employees
performance and assess their
performance on the job duties
and behaviors
 ask the employees for feedback
about how they performed during
the year
 Complete performance appraisal
Other roles
 counselor
 Educator
 Sponsor
 Director
 Overseer
 assignment
• What tools are used during performance
assessment
• Explain challenges during performance
assessment