A performance appraisal, or performance review, is a formal interaction between an employee and her manager. This is when the performance of the employee is assessed and discussed in thorough detail, with the manager communicating the weaknesses and strengths observed in the employee and also identifying opportunities for the employee to develop professionally.
Here are some different types of performance appraisals that can be performed depending upon the needs of the organization or the employee.
In this method there is an ongoing communication between the manager and employee throughout the entire year. At the end of the year they will determine whether the pre-set goals and objectives were met, provide feedback, and set new goals.
The 360-Degree Appraisal
In this process of appraisal involves allowing other employees to fill out a questionnaire detailing their experiences with a specific employee. The feedback of peers can be reviewed by the manager and considered during the appraisal.
Technological/Administrative Performance Appraisal
In this its focuses more on technical skill than anything else because these employees have expert tasks. They are judged on specific skills, the amount of work they produce/complete, and a variety of other tasks.
Manager Performance Appraisal
In this appraisal managers must go through the appraisal process. This type of appraisal usually covers both job skill as well as human resource skill, as most managers usually have clients to keep happy as well as a team to keep organized. Most often a manager appraisal will include feedback from team members, usually obtained secretly.
This type of appraisal is one of the most dreaded by employees as no one seems to enjoy rating themselves. Most often the self-assessment is compared to an assessment completed by the manager and then discussion regarding the differences follows.
Project Evaluation Review
A project evaluation review is a great project management tool. Instead of waiting until the end of the year an employee or team is reviewed at the end of each project. This gives them the tools necessary to make adjustments for the next project.
Sales Performance Appraisal
Sales performance appraisals are often the easiest to conduct but the most painful. A salesperson is simply judged on his results versus his set goals and salesmen are often held to their financial goals more than any other section of the organization. A manager and salesperson must discuss ways to achieve their goals or changes that need to be made to make them reachable yet still realistic.