Gathering Performance Information

1. Determining Overall Rating

1.1. Two main strategies

1.1.1. Judgmental

1.1.2. Mechanical

1.2. Issues or challenges

1.2.1. comments

1.2.2. quality, lengths and content

1.3. overcome the issues

1.3.1. CATA

1.3.2. Establish goals

2. Appraisal Periods and Number of Meetings

2.1. appraisal form completed in/around annual anniversary date

2.1.1. 6 months before the annual anniversary date

2.2. complete the appraisal forms toward the end of the fiscal year

2.3. 6 formal meetings

2.3.1. System inauguration

2.3.2. self-appraisal

2.3.3. classical performance review

2.3.4. merit/salary review

2.3.5. development plan

2.3.6. objective setting

3. Who Should Provide Performance Information?

3.1. supervisors

3.2. peers

3.3. subordinates

3.4. self

3.5. customers

4. Preventing Rating Distortation Through Rater Training Programs

4.1. How to identify the job activities

4.2. how to observe the behaviors

4.3. information on the appraisal form and system mechanics

4.4. how to minimize rating error

4.5. how to conduct an appraisal interview

4.6. how to train and coach

5. Appraisal Forms

5.1. Basic employee information

5.2. Accountabilities

5.3. Competencies

5.4. Major achievements contributions

5.5. Developmental achievements

5.6. Developmental needs plans and goals

5.7. Stakeholder input

5.8. Employee comments

5.9. Signatures

6. Characteristics of Appraisal Forms

6.1. Simplicity

6.2. Relevancy

6.3. Descriptiveness

6.4. Adaptability

6.5. Comprehensiveness

6.6. Definitional clarity

6.7. Communication

6.8. Time orientation

7. Model of Rater Motivation

7.1. Maximize the merit raise/rewards

7.2. Avoid creating a written record

7.3. avoid confrontation with employees

7.4. promote undesired employees of unit

7.5. make the manager look good to his/ her supervisor