Objectives
- Understand OSU's policies for annual performance appraisals for classified, unclassified and graduate employees. Note: This program will not discuss the promotion and tenure process.
- Understand the components of an effective performance appraisal.
- Understand how to write and conduct the appraisal.
- Work through any challenges for conducting an effective performance appraisal.
Three Focus Areas to Effective Performance Appraisal:
- Understanding policy and classification types.
- Writing the appraisal.
- Conducting the appraisal meeting and follow up.
When the appraisal is conducted in the spirit of the Performance Management Cycle, then the focus is on helping the employee succeed and work at a high level. When it’s done in isolation it may just be seen as a required task to get through. When the appraisal is done well, the relationship between the supervisor and employee is enhanced and the employee feels more empowered to accomplish their job duties.
To achieve this, it is helpful to keep in mind why most employees accept a job. They do so with a desire to:
- perform well,
- be given meaningful work,
- expect to work and meet high standards,
- contribute and make a difference to the organization, and
- have the autonomy to meet and exceed desired outcomes.
In return employees expect a supervisor who will treat them with respect, provide appropriate feedback on performance, and be supportive in their professional development and career track.
The Performance Appraisal program is an important communication tool designed to help employees be successful in their professional contributions to the larger organizational goals and objectives. The Performance Appraisal is a valuable opportunity to focus on work activities and goals, to identify and correct existing deficiencies, and to encourage better performance.
Performance appraisals are most effective when consistent communication occurs on a regular, on-going basis throughout the year. Additionally, the most effective performance appraisals are fact-based and supported with examples from the entire review period, not just the few months immediately prior.
The Performance Appraisal is a management tool to provide a “snap-shot” of what the employee does well and any job-related deficiencies over a defined period. It is a legal document that becomes part of the employee’s official personnel file. Therefore, it needs to accurately reflect the quality of the employee’s work.
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