Totally the right questions...thanks!
Purpose to manage performance reviews outside of ISO...plenty...most of it paperwork reduction. I've never once tracked performance reviews within the QMS.
There is no chance an auditor would read an employee's performance review.
Never even had an auditor look twice at that separation.
To get feedback from peers, superiors and subordinates on the performance of an employee (typically a manager).
Are you a decent boss? Are you a decent employee (subordinate)? Are you a PITA to your peers or do you work together with them in the team?
Neither detect or measure training or effectiveness. Both require the person to be trained. Lack of training "should" show up on both...but personnel measures are a lousy measure of training IMO.
Purpose to manage performance reviews outside of ISO...plenty...most of it paperwork reduction. I've never once tracked performance reviews within the QMS.
There is no chance an auditor would read an employee's performance review.
Never even had an auditor look twice at that separation.
To get feedback from peers, superiors and subordinates on the performance of an employee (typically a manager).
Are you a decent boss? Are you a decent employee (subordinate)? Are you a PITA to your peers or do you work together with them in the team?
Neither detect or measure training or effectiveness. Both require the person to be trained. Lack of training "should" show up on both...but personnel measures are a lousy measure of training IMO.
