Performance Management

• Regularly, the work of an employee must be evaluated with respect to the expectation from her. This process is called “Appraisal”.
• It is an objective evaluation process jointly conducted by the employee and her supervisor or manager.
• It involves a summary evaluation of the progress made by the employees in their work, their skills and knowledge.
• This is not only the usual KRAs based tracking regularly done by the supervisor. It is more detailed and also covers the employees’ performance in other areas like punctuality, discipline, inter personnel relationships, attitude, communication, team work, skills improvement, initiative, leadership etc.
• Appraisal may happen quarterly, half yearly or yearly.
• It provides a chance to the employee and the supervisor to evaluate the responsibilities given to the employee, her performance and mid-way course correction, if required.
• In a typical appraisal process, an employee first fills the self-appraisal form and gives self-rating. This form is then jointly evaluated by the employee and the supervisor and the supervisor gives her rating by explaining reasons for the variation, if any.
• The supervisor’s evaluation remains final.
• The supervisor gives her suggestions for improvement to the employees individually to help them improve their performance.
• The appraisal may or may not become the basis for the increment or promotion, if any. Generally, annual appraisal is linked with increments, promotions etc.

Sometimes, appraisal also covers reviews from the other departments, employees working at the same level in the same department and may be from those working under the person whose work is being appraised.

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