Setting up Performance Review Instruction Phrases in my Company

J

jennymary366

Hi Sir/Madam

I must set up performance review system for company and performance review instructions for all manager levels. So that, any advices for me?

Tks in advance!
 
P

perterhous323

Re: Performance review phrases

Hi

You can ref performance review phrases for 51 job skills.

51 Job skills includes: Management style, Mentoring, Organizing skills, Planning skills, Problem solving, Productivity, Professionalism, Quality of work, Relationship Building, Reliability, Self development, Strengths, Stress management, Supervision, Teamwork, Technical skills, Time management, Training ability, Weaknesses, Accountability, Adaptability, Critical Thinking, Appearance/Hygiene, Attendance, Attitude, Collaboration, Commitment, Communication, Cooperation, Creativity, Critical-thinking, Customer focus, Customer satisfaction, Decision making, Dependability, Ethics, Flexibility, Goals-setting, HR management, Ideals, Improvement, Initiative, Innovation, Integrity, Interpersonal skills, Job knowledge, Judgment, Key strengths, Leadership, Listening skills, Management Skills,

You should remember that a phrase can be negative or positive.

You also should set up system for technical skills or each job title.

You also ref list of 11 performance review methods.

You can search Google: performance review phrases for 51 job skills.

Rgs
 

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  • Employee evaluation.doc
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S

ssz102

Re: Performance review phrases

that's too diffcult for me, i have not idea
 
D

DrM2u

Re: Performance review phrases

I suggest setting up objective performance indicators tied directly to the company's bottom line (the objective of making money). Each process within an organization contributes to achieving this core objective in some manner, and should have performance indicators tied to the main objective. Each sub-process contributes to the process above achieving its objectives. Each group of people or individual executing a process, sub-process or task should be evaluated by the corresponding performance indicators. If there are defficiencies, evaluate if the indicators are realistic and achievable, if the process or system creates the conditions to achieve the desired performance, if the personnel is qualied, before cracking down on individuals. For more insight, I suggest reading 'The Race' by Eli Goldratt (one of my favorite books).
 
K

kgott

Re: Advice on setting up Performance Review Phrases in my company

Hi Sir/Madam

I must set up performance review system for company and performance review instructions for all manager levels. So that, any advices for me?

Tks in advance!

Perhaps you might like to consider doing something new, different and radical such as having the persons performance reviewed by a group of different people. This could include not just by those above them but also by those they manage and supervise, by their peers and also by those who work with them regularly and frequently but have no direct attachment to them.

You could make up an objective questionire that all stakeholders in the person performance could complete. This would give them a more global perspective of their performance within the workplace.
 

Steve Prevette

Deming Disciple
Leader
Super Moderator
Re: Advice on setting up Performance Review Phrases in my company

I'd be remiss if I did not point out that Dr. Deming pushed for the elimination of performance reviews.

The following paper elaborates, and provides some ideas for fulfiling the tasks that performance appraisals have been used for.

http://richardswanson.com/monographs/McLean(1988)PerfApprMono.pdf

Scholtes and Scherkenbach have written much on the topic of performance appraisals.
 

Wes Bucey

Prophet of Profit
Re: Advice on setting up Performance Review Phrases in my company

Hi Sir/Madam

I must set up performance review system for company and performance review instructions for all manager levels. So that, any advices for me?

Tks in advance!
I suspect you mean "phases" and not "phrases."


I'd be remiss if I did not point out that Dr. Deming pushed for the elimination of performance reviews.

The following paper elaborates, and provides some ideas for fulfiling the tasks that performance appraisals have been used for.

http://richardswanson.com/monographs/McLean(1988)PerfApprMono.pdf

Scholtes and Scherkenbach have written much on the topic of performance appraisals.
Steve and I are both avid Demingites. In addition to Steve's suggestion, I suggest you try to persuade the bosses who have tasked you to set up/create a performance review system to first make a BIG EFFORT to implement Deming's theory of a System of Profound Knowledge (SoPK) throughout ALL levels of the organization.

Over the years, I have found the greatest impediment to a smoothly running organization is an imperfect understanding by bosses and employees of how all the "parts" of the organization fit together. When an organization has each member dialed in to SoPK, there is more incentive to work ever more efficiently and effectively, in many cases eliminating the need for "performance appraisals" of individuals to focus on optimizing systems and processes.

In my opinion, SoPK is key to "continual improvement."
 

john.b

Involved In Discussions
Re: Advice on setting up Performance Review Phrases in my company

I don't have a background in HR or specific knowledge of the quality management theory being discussed but I'll offer an opinion.

In general I dislike performance evaluations for many of the reasons a quick scan of that content turns up: it's not an objective, functional tool as typically implemented.

In my experience the more complexity you add tying it to different metrics the less effective it becomes, turning into a test of how well managers and employees can manipulate that system. Needless to say I've not had generally positive experiences with other KPI's either. In theory measuring processes should work, and of course it's impossible to not measure financial concerns.

Given all that if one had to set up performance evaluations I'd try to keep it simple and limit the reliance on it for output, especially for merit based pay raises. Obviously individual performance is one criteria for increasing pay but there are other valid concerns (group performance, adjusting for standard pay per role to limit turn-over, etc.).

To function as feedback a simple system identifying a limited number of categories with some degree of open-ended comment would be sufficient (work quantity and quality, attendance, specific contribution measures the company values, etc.).
 
K

kgott

Re: Advice on setting up Performance Review Phrases in my company

Performance reviews are a traditional way for management to assess the contribution made to the business by staff but I often think they have assumed more importance than warranted.

For example most organisations these days believe in the team approach to work so how does the traditional method of measuring individual performance, measure the individuals contribution to the team? For example how is an individual's:

degree of cooperation with others measured?
how is their level of collaboration with others measured?
how is the extent to which they share their knowledge and skills (give them away to competitors in many cases,) measured
measure the help given to others measured when they may assist others at the expense of their own work.
contribution to the development of team norms, desired team culture, team values, team decision making, team based conflict resolution etc.

I cant help but think that many organisations want to move to the team based organisation but unwittingly encourage individualism.
 
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S

ssz102

Re: Advice on setting up Performance Review Phrases in my company

did not your company have a KPI for per dept?
if it have, you can set up relevant KPI for difference function dept or responsibility
 
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