Performance Appraisal Tutorial | Process of Performance Appraisal

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Process of Performance Appraisal

Understanding Organization’s Expectations

To perform well, employees need to have a clear understanding of what is expected of them. The initial point is an up-to-date job description that describes the essential functions, tasks, and responsibilities of the job. It also outlines the general areas of knowledge and skills required of the employee an employee to be successful in the job.

Performance expectations go beyond the job description. When one thinks about high quality on-the-job performance, a range of expected job outcomes could be,

  • Products and services the job  should produce
  • Impact of the work should have on the organization
  • How do you expect the employee to act with clients, colleagues, and supervisors?
  • The organizational values the employee must demonstrate
  • What are the processes, methods, or means the employee is expected to use?

In discussing performance expectations an employee should understand why the job exists, where it fits in the organization, and how the job’s responsibilities link to the overall organization and department objectives. The range of performance expectations can be broad but can generally be divided into two categories,

  • Results (The products and services produced by an employee often measured by measurable objectives or standards)
  • Actions & Behaviors (The methods and means used to make a product and the behaviors and values demonstrated during the process. Actions and Behaviors can be measured through performance dimensions.)

Performance expectations serve as a foundation for communicating about performance throughout the year. They also serve as the basis for assessing employee performance. When you and an employee set clear expectations about the results that must be achieved and the methods or approaches needed to achieve them, you establish a path for success.

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