Employee performance evaluation is getting more complex and comprehensive in today’s global businesses. They are essential in making sure that employee performance standards are met, and that productivity and efficiency can be reasonably expected from each employee. There are various performance review methods, but the more important than the method is that the reviews are conducted consistently and fairly with all employees.
Here is a simple guide that can be followed when used when creating a performance appraisal document using the 360 degrees approach, sometimes referred to as 360 feedback.
- Clearly specify in your template the objective of your performance appraisal. A performance appraisal template may be as simple as a tick mark box or as comprehensive as quantifiable variables, but what is most important is that the objective is clearly understood by both evaluator and the person concerned.
- Use the following column headings. These are the important aspects and components of your performance appraisal system:
- Key competency – This lists the relevant skills, competencies, knowledge and even attitude that will be evaluated. Remember to list only those that are applicable, whether it is per level, or per position. Include a brief description of the skill or competency so the evaluator and you (HR personnel) are using the same definition or are looking for exactly the same attributes. These may be communication skills, time management, leadership abilities, administrative skills, etc.
- Skill component or element – Under each major skill or competency, list at least 5 or 6 specific demonstrable and observable skills that will be evaluated.
- Question number – For ease of interpretation and analysis of the evaluation and answers.
- Specific feedback question – Allot some space for the evaluator to identify, using free writing, any other feedback, comment or suggestion that he would like to indicate; or for any item that was not asked in the template. Encourage your evaluators to use this space, as these comments are sometimes even more valuable than the numerical ratings.
- Tick box or rating scale – You can use tick boxes where they can check options such as Outstanding, Very Good, Good, Fair, or Poor. You can also use a numerical rating scale, just make sure you indicate the definitions of each system (for example, is you are using a rating of 1 to 5, specify that 5 is the highest, and 1 is lowest, or vice-versa.)
All of these items must be present to ensure that the appraisal is comprehensive, objective, complies with the standards and is fair. Allot a space for comments and the signature of the employee being evaluated, of his immediate superior, and other HR personnel involved to be sure it is a complete employee evaluation. It is important that everyone concerned is aware of the performance appraisal so there would be no questions on technicalities in the future.
A effective and comprehensive performance evaluation or appraisal may well be your first step in keeping and raising good performance standards within your organization. Done properly, performance evaluations of all employees can greatly determine the success of each employee, and the success of the whole organization itself.