Performance review

Performance review

1. 1. Reasons for the performance review

   • Firing
   • Training and feedback
     • Twice a year
   • Raising salaries
   • Promotion
     • Avoid Peter's principle
     • Guarantee the correct review for current traits & similar traits in the new job.
   • Personnel research
     • Unions with a contract that forbids performance reviews.

2. 2. Identify environmental and cultural limitations

   • Togetherness
   • Work overload

3. 3. Determine who will evaluate (360º)

   • Supervisors
   • Coworkers
     • Witness real behavior
     • Similar to and well-known by the reviewed
   • Subordinates
   • Clients
   • Self-evaluation

4. 4. Select the best methods to achieve your goals

   • Performance dimension
     • Characteristics
     • Competencies
     • Tasks
     • Goal-oriented
     • Context performance
   • Knowing how to value dimensions
   • How to grade?
     • Comparing employees
     • Objective measures
     • Grades
       • Graphic scale
       • Goal measures.
       • Grading.

5. 5. Training the evaluators (reference)

   • Work-related information, evaluating practice, examples.
   • Stating the organization's definition about effective performance so that reviewers only take relevant info into acount.

6. 6. Observing and documenting the performance

   • Critical incidents
     • Mention them when they happen
   • No documents?
     • First impression
     • Current behavior
     • Unusual behavior
     • Attitude according to my mother's, c'mooon.
   • Serves for exemplifying
   • Helps the organization to defend itself from legal actions against them.

7. 7. Performance review

   • Gathering and checking objective data.
   • Reading the critical incident diary.
   • Grading formats
     • Distribution
     • Halo effect
     • En realidad, no es muy agraciada.
     • By proxy
     • Low liability among reviewers.
     • Sampling problems
       • Recency effect
       • Seldom observation
     • Cognitive Processes
       • Watching behavior
       • Emotional state
       • Bias

8. 8. Communicating the results

   • Before
     • Programming
     • Getting ready
   • During
     • The PR objective
     • Designing procedure
     • Evaluation process
     • Expect an interactive interview
     • To understand and improve performance.

9. 9. Contract recision (legal reasons)

   • Trial period
   • Breaking the company rules
   • Performance inabilities
   • Recortes