Performance Management and Evaluation
Performance Management Systems are often based on organizational and job specific competencies which need to be obtained for successful job performance.
The components included in Performance Management systems include;
- Goals and Objectives
- Supervisor Ratings
- Individual Development Plans
- Results from 360-Degree Feedback Processes
These processes are often administered on an annual basis. They can be administered as frequently as every 3 months (quarterly). These processes are often administered on an annual basis. They can be administered as frequently as every 3 months (quarterly). The process is driven by documents such as Job Descriptions, position requirements, department goals and objectives. Performance measures such as units/costs/errors/productivity can be used for determining acceptable levels of job performance.
These processes can be used to determine compensation such as bonus/merit pay, variable pay, and/or pay raises. These processes can be used to reward and recognize employees for outstanding job performance.
In assessing an employee's performance, supervisors and managers may find it useful to consider the opinions of this person's peers and/or direct reports. Supervisors and managers could try to collect this feedback on their own by soliciting comments from others who work with this individual.
however, to incorporate the results of a 360-degree feedback survey directly into the Performance Management Process. This 360-degree feedback can include quantitative as well as text based feedback to help the supervisor get a better picture of the employee's job performance within the organization.
We might be superior to another person; but the most important thing is to be superior to who we were yesterday.