EVALUATION SOLUTION
Evaluation criteria should be divided into categories and they should be more specific
to be much more suitable to the jobs. Each category will have its own rating - numeric
evaluation that ranked individuals on a 7- point scale ranging from Unsatisfactory (1)
to Outstanding (7). We decided to use more specific 10- point scale than 5- point.
Communication with employees is equally important to let them know on what
parameters they are being evaluated – KRAs, KPAs, KPIs
1. Categories:
a) Personal skills - interpersonal relations, and communication, flexibility, creativity,
initiative and commitment,
b) Professional skills - job experience, knowledge and skills, training and
transferring new knowledge and skills,
c) Teamwork skills - work participation (mentoring, coaching, job enlargement, job
rotation), evaluating others (command of words, saying negative things, ...),
d) Organizational skills - sense of belonging to the organization (learning job
procedures, being familiar with its objectives, ...),
e) Negative - absenteeism, investment returns on person / team.
QUESTIONNAIRE – next slide
Design a questionnaire which will include simple and pointed questions focus on
definiteness. All questions should be specific with the answers “yes” or “no”. This
could prevent people from inaccurate answers. Prepare another test for the evaluated
employees which will examine their abilities to carry out duties. Questionnaire results
can be compared with this type of survey
HONEST FEEDBACK – next slide
The key to growing valuable employees through feedback is to motivate employees
and overcome roadblock in mind .
Also Training to supervisors on how to give constructive feedback
Supervisor must understand the feedback before giving same
Quarterly instead of annual Feedback should be given
Supervisor must also know attitude of person receiving feedback whether he is
Knower – he already knew that this was happening
Understander – Understands the situation and has low self esteem
Thinker – Determine pros and cons of each activity
learner - Learn from mistakes and adapt fast
Some Appeal process should be in place for those who don’t agree , discussion will
remove ambiguities
Supervisors, HR staff, and other critical managers must assist the employee to
understand and develop action plans based upon the feedback. They will put into
attention that based on this feedback changes will be done, which will lead to better
situation in the company. People will see that they will not harm anybody when they
write the truth, but they will help to change and improve this evaluated person.
FIGHTING FOR POINTS -next slide
• Individuals will not get exact numbers, but based on numbers, evaluator will divide
them into several groups (i.e. excellent, good, satisfactory, unsatisfactory, etc.) and
employees will be told to which group they belong. This will help to avoid
comparisons across individuals. They will not be able to fight because of tenths of
points. They will only know on which level in each category they are.
• BARS method of evaluation - It is based on behavior. The ultimate goal of
employee appraisals is to improve performance. Having a better understanding
of the behaviors and what leads to them, allows the company an added
perspective to what works and what doesn't. It is impartial
5 — Exceptional performance: Accurately completes and submits all status change
notices within an hour of request.
4 — Excellent performance: Verifies all status change notice information with
requesting manager before submitting.
3 — Fully competent performance: Completes status change notice forms by the end
of the workday.
2 — Marginal performance: Argues when asked to complete a status change notice.
1 — Unsatisfactory performance: Says status change notice forms have been
submitted when they haven’t.
COMPENSATION AND DEVELOPMENTAL DISCUSSIONS CAN BE LINKED -next
slide
Through establishment of Smart goals at the beginning of task – which cultivates
individual talent
Mentoring employee for career path which motivates the employee
Quarterly discussions instead of Annual - which leads to commitment and
improvement on the areas he lagged and more personal development
Compensation handbook as soon as they change job roles/enter organization
