Gabrielle Ware
Appraisal System
Human Services Management
November 17,2013
Ruth Ann Ristow

Individual Performance

A performance appraisal system is a very important part of any organization in order for it to be successful. An appraisal system is very beneficial, it offers feedback and rewards to employees’ who perform well and meet the expectations of their job. It also provides a way for employees to accountable for their actions. They set goals for employees to improve performance and increase productivity within the organization.

The purpose of an appraisal system is to provide an evaluation on the employee’s performance. Many organizations perform appraisals yearly, as the director of an organization I would have an appraisal done every three months, that way employees have room to improve in the areas that they may struggle in. Appraisal systems identify good and bad performers and provides written record that supports the decision to terminate and individual who doesn’t respond to the attempts to improve performance. The benefits of an appraisal system is that employees will be noticed for doing a good job which will allow them to know that their work is appreciated and doesn’t go unnoticed, but on the other hand the appraisal system is in set in place to show employees the areas they need improvement in, that way they will be able to complete their jobs to the best of their abilities.

Managers and or supervisors shouldn’t wait until the end of the year to do an appraisal that way employees know what they’re doing right and what things they need to work on. Problems should be addressed as they arise to prevent in complications in the work environment. Ideally employees should be meeting or exceeding all organizationally standards and expectation, if an employee isn’t meeting standards then the appraisal system is in place to provide different strategies for improvement.

The elements of a good appraisal system are setting different objective for employees to meet and implement a timescale if appropriate for achieving these objectives. Another key element is managing the performance, by giving the employees the proper tools training and resources they need to succeed the organization and appraisal system will run smoothly. Base all observations on factors related to performance of the job. Give strong feedback and staying away from vague terms will help employees when it comes to constructive criticism. The job should be clearly defined so that employees know which task are critical to their job performance. Standards of acceptable performance should also be noted for each task. For example quality of work, time allowed on a specific task, these standard should be the same for each employee with the same job title.

Carrying out the appraisal system is another key element to ensure it indeed a good system, by monitoring and assessing the employee’s performance as well as discussing the assessment with them will help them improve quickly as well as known the things that they’re doing correct. The last thing to consider in ensuring a good appraisal system is the reward for a job well done. Different rewards to consider maybe extended paid vacation, paid time off, a raise, employee certificates/plaques. The reward system should be in place for each and every department with various levels of employee performance.

The criteria for each element that should be present in an appraisal system are , performance based on job related behavior. Performance criteria should be based on the observation of how employees behavior coincides with their job responsibilities. The criteria for evaluation is communicated to employees, goals and expectations should be reached as whole with the communication between managers and employees. Criteria for running the system is that supervisor/managers must be trained on how to run an affective appraisal system. The appraisal system should be up to date, communicated to each and every employee she they’re not blindsided, employees should be able to give feedback and their input with in reason as to how they feel the system would and wouldn’t work.

The appraisal system should be very consistent, every employee should be evaluated over the same time frame. Employees needing to improve should be notified one on one with the manager and not in front of their peers. A good appraisal system is always fair and easy to understand. Effective systems link employees to their specific job description, goals as well as expectations. The appraisal system should serve as motivation for employees to always perform at their personal best or take the right steps they need in order to improve in a certain area.