Performance Assessment
Policy and Procedures
A General Management
1. The Performance Assessment (P.A.) for Managers/H.O.D.s should be assessed
alone by the Hotel Manager
2. This should be done on an interval of six(6) months
3. The assessment is divided into two(2) Parts
I – The Management Effectiveness Level
- This rating shows at which level the manager is achieving their job
responsibilities.
- There are nine levels to rate (from 1-5) and the rating scale is provided. Each
level is also described to guide the assessor in their assessment.
II – The Performance Indicators
- The rating here is again divided into three(3) sections
A – Guest/customer
B – People
C – Results
- The purpose/mission statement of these sections can be found in the P.A.
Guide and gives a clear understanding for the assessor.
- Within each section the indicators are stated and these indicators are to be
rated to show the consistency of the job performance.
- The description for each indicator is listed in the P.A. guide and followed by
the rating scale for the specific indicator.
- The assessor should read and follow the statement for each rating to find the
correct indicate where the manager is performing.
- The last column which is shown as ‘Standards” should be mark as above (+)
or below (-) to give and indication for the manager’s improvement areas.
4. The final rating for each Part should be then indicated in at the bottom of the
assessment form and this is achieved by taking the total rating score and
dividing by the number of Levels or Indicators.
5. Upon the completion of the assessment, the assessor should provide the
evidence for the rating given of each Level and Indicator. This will later to be
reviewed with the individual manager, to show areas of strength and weakness
to be developed.
6. The evidence record should be attached with a copy of the assessment and
placed into the employees’ file for future reference, and review upon the
completion of the following Performance Assessment.
7. The completed assessment must be reviewed and discussed with the employee
at which time the employee, their supervisor (if applicable) and the assessors’
will sign the form.
NOTE: An Employee can not be eligible for a promotion, salary increment, transfer,
training, or other development plans, until they have been Assessed at minimum
once, and shown to be excelling within their job performance and requirements, as
per the Indicators and evidence supporting reports.
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B Supervisory Employees (Non-
Manager)
C Non-Supervisory Employees
1. The P.A. for supervisors/non-supervisors should be assessed alone by the
related H.O.D/Supervisor
2. This should be done on an interval of 6 months
3. The assessment is divided into twelve (12) Performance Indicators,
The rating here is divided into three (3) Sections
A – Guest/customer
B – People
C – Results
The purpose/mission statement of these sections can be found in the P.A. Guide and
gives a clear understanding for the assessor.
- Within each section the indicators are stated and then described.
- These indicators are to be rated to show the consistency and level of the
employees job performance.
- The rating scale is listed and should any rating of ‘1’ or ’ 5’ be given then in
the space provided an explanation to support this rating should be given.
- A space is provides to indicate a special performance or achievement by an
employee above and beyond their job requirement
4. The final rating should be then indicated in at the bottom of the assessment
form and this is achieved by taking the total rating score and dividing by the
number Indicators.
5. Upon the completion of the assessment, the assessor should provide the
evidence for the rating given for each Indicator. This will later to be reviewed
with the individual employee, to show areas of strength and weakness to be
developed (i.e. for promotion or salary increment, transfer, training, etc)
6. The evidence record should be attached with a copy of the assessment and
placed into the employees’ file for future reference, and review upon the
completion of the following Performance Assessment.
7. The completed assessment must be reviewed and discussed with the
employee (one-on-one) at which time the employee, their Department Head
(the assessor), the Personnel Manager, and the General Manager will sign the
form.
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