Performance Appraisal Role Description

An essential part of being able to measure performance is being able to compare what has actually occurred with a predetermined standard. The standard you need to compare against will be set out in each individual's job description.

Role description

This standard will include details of training and qualifications that are necessary to perform the job. The role description will also clearly identify the specific tasks that the individual is expected to perform. As a manager you need to ensure that the tasks detailed in the description also reflect the importance of their performance to the organization's overall goal.

Review Based on Contribution to the Organization
The final principle you need to incorporate into your performance management and appraisal process is that of judging an individual's performance based on their role's contribution to the organization.

In your pivotal role in the relationship between the employee and the organization your performance management system should specify:

• What the business is trying to achieve
• The individual's role in helping the business achieve its goals
• The skills and competences the individual needs to fulfill their role
• The standards of performance required by the job description.
• How the individual can develop their performance and contribute to the development of the organization.

The process of ensuring your performance management is effective begins with a shared understanding of what your organization is trying to achieve. This means communicating the organization's mission in such a way that your team members can relate it to their roles.

You need to interpret the organizational targets so that they can be communicated in a way that relates to the contribution each division, department, team, and individual makes towards achieving them.

As these targets are subject to external forces they are continually being amended to suit the 'new' environment. This is why it is important that your cycle of appraisals is conducted annually (at a minimum) so that the organization maximizes the utilization of every employee's skills, knowledge, and interests, whilst motivating and engaging them in their work.

As part of the appraisal process it is vital that you check that each team member has a clear understanding of how their input contributes to the organization's success. The most effective performance appraisal programs are those that are beneficial to managers, employees, and the organization as a whole.

This Performance Data Gathering Checklist will help you to gather performance data throughout the year from a variety of sources.

You may also be interested in:
Performance Management Cycle | OSCAR Principles of Performance Management | Setting SMART Goals and Objectives | Matching Competencies to Roles | Appraisal Process Steps | Stages of the Appraisal Process.

Key Points

  • When you review an individual you should also assess their performance based on the role's contribution to the organization.
  • Check that the individual has a clear understanding of how their input contributes to the organization's success.
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