How can do easily Performance Evaluation ?

Performance Evaluation

“The form provides the structure, you provide the leadership… and you will see result.”

Employee Information: Customer care

Name:                                                                            
Employee Job Title:
Department:

Ranking:
1= Unsatisfactory; 2= Marginal; 3= Satisfactory; 4= Good; 5= Excellent.

Ratings:
General Skills Assessment Ranking
Appropriate knowledge of job
Telephone Skills
Problem Resolution
Politeness
Time management ability
Works well with co-workers
Willingness to work extra hours
Commitment to self-improvement
Attendance

Assigned Goals and Milestones                                                                    Ranking
Goal: List assigned goal and outcome.                                                             3

Cuckoo bird never egg in her nest.  When her children grow up they throw that nest crow egg.  So competition over, life begins madder. That’s nature, the bet or dead, everyone as like cuckoo bird.

Some experts believed that the value of performance evaluation is elimination or ending in jobs life, it is not comfortable for anyone. But if finished correctly, evaluations can motivate productivity, shape culture, reward excellent performance, provide notice to employees who need improvement or development, and establish baselines for employment decisions. However evaluations can achieve their future purposes only if done properly, as like recommendation for future jobs. Performance reviews mostly reflect the ability of employees to reflex themselves with the boss. Performance evaluations provide an opportunity for manager to offer feedback to organization employees.

Set goals for the future, keep in mind the acronym SMART: Specific, Measurable, Attainable, Realistic, and Timely. I should demand certain givens of my subordinates- quality, timeliness, and ethics, to name just three. 

To assess the performance of each employee and provide feedback, it may be necessary to implement a job evaluation system. A periodic evaluation lets the employee know what he is doing well and what needs improvement. 

The Employee Performance review template ensures the highest possible standards of work performance by all employees by providing a fair and consistent method of handling all capability and performance issues. Here is my take-

  Clear mutual understanding of purpose (management and employee).
  In this process benefit the organization and the individual.
  The process of performance feedback should be continuous.

A performance evaluation is an evaluation of job performance over a period of time.  It is basically an annual report card on an employee and how they performed over the prior year. Unfortunately not all performance evaluation processes are the same and some are designed to not only fail, but to create a negative experience for both the employee and the manager.

Advantage and Disadvantage in my evaluation form:
Advantage:
  The greatest advantage of rating scales is that they are structured and standardised.
  Rating scale methods are easy to use and understand.
  Each employee is subjected to the same basic appraisal process and rating criteria, with the same range of responses.
  This allows ratings to be easily compared and contrasted - even for entire workforces.
  Ranking scales are numerical; the results obtained are completely objective.
  This method are very useful and exactly.
  Improved work environment.
  Reduced absenteeism and sick leave.
  Handling of emergency situations.
  Improved quality of work output.
  Increased productivity.

Disadvantage:
  Employees in this class are systemically disadvantaged by the rating scale method.
  Normally employees stay in this middle level rating 3.
  It is very difficult to develop this method because you need to identify what is “good level” etc.
  May cause overworking.
  Removal of work / life boundaries.

Finally I agree with Albert Einstein the Theory of Relativity – “In the world nothing is absolutes, everything is relative. “ If anything absolutes, this is really dangers.  Evaluation is a most complex work in Business Management, it is specifically painful work. I believe it is the best one model in this field. Make it clear at the beginning of the year how you will evaluate your employees with individual performance planning sessions. Give your employees a copy of their appraisal before the meeting so they may have their initial emotional response in private. Deliver a positive message to your good performers by mainly concentrating on their strengths and achievements during the conversation. But don’t offer general feedback; be specific on behaviors your employee to stop, start, and continue. People are evaluated every month, every week, and every day even every second.  But this evaluation must corrective, reasonable, practical and effectiveness very important in organization. Employee evaluation totally depend on interviewer mentality, it is strong and also very experienced work in evaluator. So it’s need a good evaluator.