Developing a Performance Appraisal System
raisal System
Developing a Performance Appraisal System
HSM/220
January 9, 2011
Dr. Karen Beard
Developing a Performance Appraisal System
Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.
The purpose of a performance appraisal system is to receive accurate assessments for productivity and for the quality of work for each employee. This system is also be used for motivation of employees, that enables them to reach higher levels of performance, as well as a way to incorporate the necessary feedback given by employers. Another purpose of the performance appraisal system is to implement strategies by use of performance measures and feedback systems that allow employees to excel.
Good appraisal systems have many elements; these elements when combined together give great results. The elements used and needed are as follows:
Overall Policy- Having a performance appraisal system that is approved, that includes agency wide policies that are set. These policies are for administration and use when conducting a performance appraisal for employees.
Performance Appraisals- Performance appraisals conducted often; these appraisals conducted by a supervisor, and give results about an employee’s need for improvement.
Communication- a critical element, communication is necessary between higher- level management and employees, to discuss performance issues or other areas of concern that are positive or negative. This also allows the employee to be able to voice their concerns.
Face to
Developing a Performance Appraisal System
HSM/220
January 9, 2011
Dr. Karen Beard
Developing a Performance Appraisal System
Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.
The purpose of a performance appraisal system is to receive accurate assessments for productivity and for the quality of work for each employee. This system is also be used for motivation of employees, that enables them to reach higher levels of performance, as well as a way to incorporate the necessary feedback given by employers. Another purpose of the performance appraisal system is to implement strategies by use of performance measures and feedback systems that allow employees to excel.
Good appraisal systems have many elements; these elements when combined together give great results. The elements used and needed are as follows:
Overall Policy- Having a performance appraisal system that is approved, that includes agency wide policies that are set. These policies are for administration and use when conducting a performance appraisal for employees.
Performance Appraisals- Performance appraisals conducted often; these appraisals conducted by a supervisor, and give results about an employee’s need for improvement.
Communication- a critical element, communication is necessary between higher- level management and employees, to discuss performance issues or other areas of concern that are positive or negative. This also allows the employee to be able to voice their concerns.
Face to
References: Allen & Rosenburg, P. S. (1981). Getting a Performance Appraisal System under way; New York City 's Experience. Public Administrative Review, Vol. 40, No. 4 , pp. 372-379. Management, U.S. Office of (September). Checklist For Meeting Regulatory Requirements: Performance Appraisal Systems. Retrieved December 31, 2010, from www.opm.gov/hcaaf_resource_center/assets/Ropc_tools12