Painless Performance Appraisals

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Painless Performance Appraisals
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Painless Performance Appraisals
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Painless Performance Appraisals

• Introduction
• Introduce yourself to the others at your table
  and include a story about being on the business
  end of a performance appraisal.
• My story

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Painless Performance Appraisals
Whats on your plate?
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Painless Performance Appraisals

• First Performance Appraisals
• Educational Opportunity?
• What we dont have Consequences
• Compensation
• Promotion Decisions
• Ability to Observe behavior
• Work as a Priority
• What we do have
• Coaching
• Feedback
• Legal Documentation

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Painless Performance Appraisals
Question for the Group What Can We do to Make
their First Performance Appraisal Meaningful and
useful to their future?
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Painless Performance Appraisals

• Fairness? Five Factors that Affect Perception of
  Fairness
• Getting input prior to the evaluation and using
  it
• Two-way communication during interview
• Ability to challenge evaluations
• Rater familiarity with employees work
• Consistent application of standards

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Painless Performance Appraisals

• Question for the Group
• The Form
• Do you use the form or use your own form?
• What do you like about the form/your form?
• How can we change the form to make it work better
  for you?
• These are the performance criteria we measure
  Quality, Quantity, Job Knowledge, Reliability,
  Communication, Leadership, Professionalism,
  Teamwork. Are these good and do we need more or
  fewer?

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Painless Performance Appraisals

• Question for the Group
• Feedback
• Most people dont like feedback. They dont like
  to give it or receive it. Is this true? Why?
• Ideas for giving negative feedback.
• Performance feedback Appraisal vs. Ongoing
• Does performance feedback often put stress on the
  relationship? Can we avoid it?

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Painless Performance Appraisals

• Feedback Guidelines
• Observations (shared)
• Assessments (subjective unless specific)
• Consequences (new assignments)
• Development (driven by student employee)

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Painless Performance Appraisals

• Ongoing Feedback Advice
• Link Performance to Academic calendar
• Conduct mid-year review
• Translate our qualities (Quality, Quantity, Job
  Knowledge, Reliability, Communication,
  Leadership, Professionalism, Teamwork) into
  specific parts of the job
• Set developmental goals
• Dont get bogged down in paperwork

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Painless Performance Appraisals
Question for the Group Do No Harm How can we
make sure the performance appraisal doesnt
actually hurt performance in the long run?
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Painless Performance Appraisals

• Preserving Personal Relationships
• Keep things flexible (managers discretion)
• Value relationships over statistics and metrics
• Do an emotional analysis of the performance
  criteria
• Sense of humor

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Painless Performance Appraisals
Thanks for your time. We can keep the
conversation going on the SELT Discussion
Board http//discussions.csbsju.edu/selt/messages/
board-topics.html Let us know how youd like to
receive the evaluation.