How Does Performance Appraisal Initiated?
In the conduction of Performance Appraisal, success indicators are determined. Success indicators are performance level yardsticks consisting of performance measures and performance targets. This shall serve as bases in the office and individual employee's preparation on their performance contract and rating.
This Performance appraisal and evaluation report will serve as the basis on what particular training and mentoring the organization should take to improve the performance level of the employees. This will also a guide to the attainment of a specific targets being set by the management.
What Is The Impact In The Management?
Performance measures shall include any one, combination of, or all of the following general categories, whichever is applicable.
Effectiveness/Quality
- The extent to which actual performance compares with targeted performance.
- The degree to which objectives are achieved and the extent to which targeted problems are solved
- In management, effectiveness related to getting the right things done
Efficiency
- The extent to which time or resources is used for the intended task or purpose.
- Measures whether targets are accomplished with a minimum amount or quantity of waste, expense, or unnecessary effort.
Timeliness
- Measures whether the deliverable was done on time based on the requirements of the law and/ or clients/stakeholders.
- Time related performance indicators evaluate such things as project completion deadlines, time management skills and other time-sensitive expectations.
In setting work targets, the Office shall likewise indicate the detailed budget requirements per expense account to help the agency head in ensuring a strategy driven budget allocation and in measuring cost efficiency. The Office shall also identify specific division/unit/group/individuals as primary accountable for producing a particular target output per program/project/activity.
Individual employees' performance standards shall not be lower than the agency's standards in its approved Office Performance Commitment and Review Form.
During the performance monitoring and coaching phase, the performance of the Offices and every individual shall be regularly monitored at various levels in the organization.
Monitoring and evaluation mechanisms should be in place to ensure that timely and appropriate steps can be taken to keep a program on track and to ensure that its objectives or goals are met in the most effective manner. Also a very vital tool of management at this stage is an information system that will support data management to produce timely, accurate and reliable information for program tracking and performance monitoring/reporting.