Performance Appraisal System In A Human Service Organization
Appraisal systems can serve a human service organization in a great deal of ways. Two major purposes are for appraisals are for administrative and development of a human service organization. From the administrative view the purpose of a performance appraisal system may include decisions about a change in job duties, promotions, or reward decisions. Developmental purposes include helping staff achieve optimum performance, evaluating staff 's strengths or weaknesses and establishing whether or not more training is needed. What are key elements that make up a good performance appraisal system?With the right elements in a performance appraisal systems it can help make the human service organizations staff better performers." Performance appraisals
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Good performance appraisal systems only work if they are strategically planned and carried out properly by supervisors. A good supervisor will be able to relate goals of the organization to specific job duties. The staff should know supervisors expectations ahead of time regarding performance levels. Open communication about job performance is also a key element in the performance appraisal system process.
The evaluation by the supervisor of the staffs strengths and weaknesses must remain bias free in order to work properly. Supervisors must evaluate the areas of performance that needs improvement and discuss how to improve the areas. Certain criteria within the ratings have to be established in order to reward performance effectively. Rating multiple traits make up a good performance appraisal system. The key element in the rating system consists of remaining honest through the entire performance …show more content…
The performance appraisal set forth details what can be expected with a performance appraisal system. The performance appraisal system may be as complex or simple depending on the appraiser. The reward system set in place will depend on cost. What the organization can realistically afford? What type of reward may depend on individual salaries and job specifications?Objectives and goals also should be included in the performance appraisal system. Goals should be clear and relate to the human service organizations mission. Comments from the appraiser and comments from the individual may also be included. The
Good performance appraisal systems only work if they are strategically planned and carried out properly by supervisors. A good supervisor will be able to relate goals of the organization to specific job duties. The staff should know supervisors expectations ahead of time regarding performance levels. Open communication about job performance is also a key element in the performance appraisal system process.
The evaluation by the supervisor of the staffs strengths and weaknesses must remain bias free in order to work properly. Supervisors must evaluate the areas of performance that needs improvement and discuss how to improve the areas. Certain criteria within the ratings have to be established in order to reward performance effectively. Rating multiple traits make up a good performance appraisal system. The key element in the rating system consists of remaining honest through the entire performance …show more content…
The performance appraisal set forth details what can be expected with a performance appraisal system. The performance appraisal system may be as complex or simple depending on the appraiser. The reward system set in place will depend on cost. What the organization can realistically afford? What type of reward may depend on individual salaries and job specifications?Objectives and goals also should be included in the performance appraisal system. Goals should be clear and relate to the human service organizations mission. Comments from the appraiser and comments from the individual may also be included. The