绩效管理：绩效评估

内容要点：

绩效评估基本步骤

Basic Steps in a Performance Appraisal
As described in that last subsection, development of the Performance Plan typically includes the first eight steps of the basic 14 steps in performance management. The Performance Appraisal picks up from step nine. We also continue our example of the machine operator. At this point in our example, the Performance Plan has been developed.

Information in this section is generic to performance management, that is, the information generally applies to any performance management effort, e.g., organization, process, subsystem or employee.

NOTE: As review about key terms in performance management, key terms are bolded and italicized below.

9. Conduct ongoing observations and measurements to track performance
The operator's supervisor would observe the number of high-quality prints, including staying in contact with the Director of the Catalog Department.

10. Exchange ongoing feedback about performance
Feedback is information relevant to how well results are being achieved. Useful feedback is timely, feasible and understood. Ideally, feedback address key activities to improve or reinforce performance. Usually, the larger the number of sources giving feedback, the more accurate is the depiction of events. In our example, the employee, supervisor and Director of the Catalog Department should continue to share impressions of how well results are being achieved. Any ideas to improve or support performance should be implemented as appropriate. This ongoing feedback is often one of the most important aspects of performance management.

11. Conduct a performance appraisal (sometimes called performance review)
A performance appraisal (or review) includes documentation of expected results, standards of performance, progress toward achieving of results, how well they were achieved, examples indicating achievement, suggestions to improve performance and how those suggestions can be followed. If the above steps in the performance management process were followed, the performance appraisal is usually quite straightforward to carry out. In our example, the appraisal should include input from the employee, supervisor and Director of the Catalog Department. The performance appraisal should be carried out at regular intervals as performance tracking is underway.

12. If performance meets desired performance standards, reward for performance
In our example, the machine operator may be due some form of reward, that is, recognition or compensation, e.g., letter of recognition, promotion, letter of commendation, etc. This step in the performance management process is often overlooked when focusing on organization-wide performance improvement, or on a major subsystem.