Performance Appraisal System Discussion – Part I
Team D
University of Phoenix Human Capital Management – HRM 531
Scott Beck
August 30, 2010

Abstract

As a group, it was discussed the means of converting an individual appraisal system into an appraisal system for team application. In discussion, the points considered include: a) differences between the two appraisal systems, b) difficulties of evaluating team performance, c) unique needs of a team appraisal system, and d) team motivations and expectations.

Performance Appraisal System Discussion – Part I

Learning Team D requested individual performance appraisals from each learning team member. Following a review of four submitted, it was agreed to move forward with Metin Natzli’s submission. The selected performance appraisal lends itself well to the 360 degree view approach. Each team member evaluates the team, from their own perspective, and the supervisor provides the final evaluation using the same form. Use of the standardized form allows for ease in comparison and grade compilation. The performance review measures the job-relevant strengths and weaknesses of the newly created sales team. Team members access the form electronically through Interclean’s intranet. As each team member moves through the form, answers are saved and transmitted to the supervisor upon completion. All fields require an answer prior to advancing to the next section; this ensures a thorough evaluation. Results are visible to all teammates rather than confidential, encouraging honesty, accountability and accuracy. Team performance evaluation is completed on a semi-annual basis ensuring feedback is current and responsive. Following the submission deadline, the supervisor reviews the individual’s appraisals on team’s performance and completes the form with his views. Although results may vary,