Almost twelve months ago, I set out the principles that I thought were important in the design of a good performance appraisal system.
While I have seen very few really good performance appraisal systems, to my mind the development of a simple, effective, performance appraisal system that increases in value with time is not hard.
In this context, I thought that it might be helpful to at least some readers if I provided a working example of a system that I know can work. I trialled it originally in an organisation while I was CEO and since then have used it in client work.
The key points about it are that it is simple, focuses on performance improvement and is designed to help staff and managers do their ordinary jobs.
To keep things really simple, I am breaking this series into four posts including my original post:
- My first post, Designing a Good Performance Appraisal System, sets out basic principles.
- This post introduces the series.
- The third post, Designing a simple performance appraisal system - sample policy statement, sets out a simple policy statement describing the system and is intended for direct use.
- The final post, Designing a simple performance appraisal system - implementation issues, looks at some of the practical problems that can arise in implementing the system.
I would be happy to answer any questions that you might have.