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APPENDIX 4 Function: HR Version Number: Procedure Number: HR006 Frequency of Review: Annually 1 Adopted: Last Review: Next Review: August 2009 August 2010 PERFORMANCE APPRAISAL PROCEDURE Introduction:

How to fill out performance appraisal procedure

How to Fill Out Performance Appraisal Procedure:

1. Review and familiarize yourself with the performance appraisal form or template provided by your organization. Understand the different sections and criteria that will be evaluated.
2. Gather and review relevant documentation or records that will help you assess the individual's performance. This may include the employee's job description, project summaries, previous performance appraisals, feedback from colleagues or customers, and any other relevant data.
3. Set aside a specific time to conduct the performance appraisal. Ensure that you have a quiet and private space where both you and the employee can have an uninterrupted conversation.
4. Begin the performance appraisal by discussing the purpose and importance of the evaluation. Clarify that the intent is to provide constructive feedback, recognize achievements, and identify areas for improvement.
5. Start by discussing the employee's accomplishments and strengths. Highlight specific examples and achievements that demonstrate their contributions to the organization.
6. Move on to areas that require improvement or development. Provide constructive feedback and suggestions for enhancement. Focus on specific behaviors or actions that can be improved, rather than making general criticisms.
7. Encourage the employee to share their perspective on their performance, challenges they faced, and any suggestions they may have for their own growth and development.
8. Set goals and mutually agree on objectives for the next performance period. These should be clear, measurable, achievable, relevant, and time-bound (SMART goals).
9. Inquire about any support or resources that the employee may need to meet their goals. Offer assistance in identifying training, mentoring, or development opportunities if necessary.
10. Conclude the performance appraisal by summarizing the key discussion points and agreements reached. Express appreciation for the employee's contributions and commitment to their own professional growth.

Who Needs Performance Appraisal Procedure:

1. Organizations of all sizes and industries benefit from having a performance appraisal procedure in place. It helps ensure that employees understand expectations, receive feedback, and have opportunities for growth and development.
2. Supervisors and managers are responsible for conducting performance appraisals. They need the procedure to guide them through the evaluation process, ensuring consistency and fairness among employees.
3. Employees also benefit from the performance appraisal procedure. It provides them with a clear understanding of their performance, areas of strengths, and areas for improvement. It also allows them to have open conversations with their supervisors or managers regarding their career development.

Note: The content provided above is for informational purposes only and may not be comprehensive. Organizations and individuals should consult their specific policies and procedures for performance appraisal processes.

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What is performance appraisal procedure?

Performance appraisal procedure is a formal assessment process that evaluates an individual employee's job performance and provides feedback on areas of strength and improvement.

Who is required to file performance appraisal procedure?

All employees and managers are typically required to participate in the performance appraisal procedure.

How to fill out performance appraisal procedure?

Employees and managers usually fill out performance appraisal forms provided by their organization, listing accomplishments, goals, strengths, and areas for development.

What is the purpose of performance appraisal procedure?

The purpose of performance appraisal procedure is to assess and improve individual employee performance, set goals, provide feedback, support career development, and make decisions on promotions or rewards.

What information must be reported on performance appraisal procedure?

Information reported on a performance appraisal procedure may include employee accomplishments, goals, strengths, weaknesses, areas for improvement, and feedback from supervisors.