Understand the Process
understand the process Once objectives for the Performance Appraisal are identified, it is important to define the different steps in the appraisal process. The same process may not fit all situations.
For instance, Succession Planning, Promotions and Transfers will typically involve Heads of Departments and Senior level managers in the decision cycle whereas Salary Increments, Goal Achievements, Confirmation of probationers & competency gap analysis, may require participation of Line Managers and 2nd level managers.
In cases where only white-collar employees are being appraised, we may like to involve appraisees at the start of the process by including a self appraisal and an appraisal acceptance at the end of the process. In appraisals for blue-collared employees, the employees may be involved only at the end.
Similarly, in an hierarchical organization the work-flow and relationships will need to be defined well to begin with (especially for special cases such as heads of departments, General Managers etc.) and in a Matrix organization the focus may be on peer, senior and subordinate reviews.