Where I work, engineers report to one or more project managers in a year, depending upon the number of projects they have worked on in that year. It has been observed that different project managers rate the person differently for a particular skill or attribute.
For example, if an engineer worked with two project managers in a year, he is assessed at 3.5 on a scale of 5 for communication by one PM and at 4.2 by the second PM. The same goes for other factors on which he is assessed.
What we essentially want is a uniform grading system for all employees that is relatively independent of the person who is grading.
Your thoughts on how we can achieve this and any pointers to performance appraisal templates would be a great help.
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It's not easy to implement a grading system which is acceptable to both management and employees. Things become even more complicated when job roles/managers change and particularly if gradings are used to influence pay. The key is to ensure that the gradings reflect an objective opinion. Limit the scoring for each competency to a (whole) number between 1 and 5 and assign a statement to each e.g.
1=Does not meet the required standard 2=Requires training to meet the required standard 3=Meets the required standard 4=Exceeds the required standard 5=Exceeds the required standard and can train others
Expect that an employee may ask you to justify your assessment with factual information, examples etc.
It may also help you to always have the assessment performed by the employees current manager, provided that they have been managing the employee for a prest amount of time (perhaps 3 months)
Thanks for your input. We are thinking along similar lines to create an appraisal form similar to the psychometric test with standard rating for each option. Is there any template you know of that we can use as a starting point to create such an appraisal form?
I have to disagree. A bad Manager will use an appraisal as an opportunity to bash his staff. Appraisal is aimed at praising strengths and identifying opportunities for development. To get meaximum benefit, the employee should also be given the opportunity to review the performance of the manager in relation to their own performance.
You are right choppit. We do have a procedure where the employees rate the manager. And performance appraisal is a part of the process we follow here, so it is not optional. The main concern here is how best we can minimize the impace of "individual perception" and make the appraisal "uniform" as in almost independant of the appraiser.
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Wanted a list of skills for rating in 360 degree employee appraisal....
I am doing a project on 360 degree employee appraisal. Hence needed a list of skills for the following modules.. 1) Self-appraisal. 2) HR to the employee. 3) Supervisor to employee. 4) Employee extra-skills.
Desperately need them within a day. Please post them as early as possible.
If you're asking for technical help, please be sure to include all your system info, including operating system, model number, and any other specifics related to the problem. Also please exercise your best judgment when posting in the forums--revealing personal information such as your e-mail address, telephone number, and address is not recommended.
Uniform employee performance appraisal
For example, if an engineer worked with two project managers in a year, he is assessed at 3.5 on a scale of 5 for communication by one PM and at 4.2 by the second PM. The same goes for other factors on which he is assessed.
What we essentially want is a uniform grading system for all employees that is relatively independent of the person who is grading.
Your thoughts on how we can achieve this and any pointers to performance appraisal templates would be a great help.