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Developing a Performance Appraisal System

Developing a Performance Appraisal System

All organizations must have some staff in order to operate. These employees, paid or unpaid, need to be evaluated from time to time for pay raises, advancement, or rewards. The tools and evaluation techniques for performance appraisal are important and need to consider all aspects of an individual’s job position, attitude, and effectiveness in interactions with clients. Deciding which method is best suited to the specific organization, designing forms for evaluation, and distributing these tools often falls to the human resources department since their primary job duties are directly tied to employees.
What is a performance appraisal system? Loosely defined, a performance appraisal system is the method by which an individual’s employment is evaluated by supervisors or management personnel to define how well or how poorly job duties are being performed. Additionally, the information gained can be used to counsel employees, document problems, or show what areas of training may need to be reviewed. Feedback for employees is one of the primary reasons appraisals are performed; however, they are equally important to the operation of the organization. Without some form of evaluation, there would be no way to know how well specific employees are doing their jobs and what aspects of employment may need to be changed to allow the agency to function more efficiently.
Humans have an inherent need to know how well they are doing at any task; job roles are no exception. Organizations employ staff members to help programs operate on a day-to-day basis. Feedback is an essential part of employee development, review of job requirements, communication between supervisors and their subordinates, and as a means to decide when and how rewards should be distributed; pay increases, additional

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