Worker Performance Appraisal

A Worker Performance Appraisal is an worker appraisal (of a worker) with respect to job performance standard.

• Context:
  • It can (typically) evaluate Worker Performance against Performance Standards.
  • It can (typically) provide Performance Feedback to workers.
  • It can (often) inform Career Development decisions.
  • ...
  • It can range from being a Worker Performance Self-Appraisal to being a Worker Performance Other-Appraisal, depending on appraiser type.
  • It can range from being an Informal Worker Performance Appraisal to being a Formal Worker Performance Appraisal, depending on appraisal formality.
  • It can range from being an Manager's Worker Performance Appraisal to being a Peer Worker Performance Appraisal, depending on appraiser relationship.
  • It can range from being a Worker Requested Worker Performance Appraisal to being a Scheduled Worker Performance Appraisal, depending on initiation type.
  • ...
  • It can follow a Worker Performance Appraisal Methodology, such as 360-degree feedback.
  • It can be based against Performance Standards and Worker Caliber Measures.
  • It can be part of a Worker Performance Management Task.
  • It can reference a Worker Goals Plan.
  • It can trigger Worker Emotional Responses.
  • It can lead to Active Engagement or Active Withdrawal.
  • It can be assessed by Perceived Fairness.
  • It can impact Worker Morale and Worker Motivation.
  • ...
• Example(s):
  • Formal Performance Appraisals, such as:
    • Annual Manager's Worker Performance Appraisals
    • Quarterly Performance Review Meetings
    • 360-Degree Feedback Sessions
  • Informal Performance Appraisals, such as:
    • Peer Feedback Sessions
    • Project Completion Reviews
    • One-on-One Meetings
  • ...
• Counter-Example(s):
  • Worker Cultural Fit Appraisal, which focuses on cultural alignment rather than performance.
  • Job Candidate Appraisal, which evaluates potential rather than actual performance.
  • Skills Assessment, which measures capabilities rather than performance.
  • Compensation Review, which focuses on salary rather than performance feedback.
• See: Human Resources, Career Development, Job Interview, Performance Management, Employee Development.

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References

2023

• (Wikipedia, 2023) ⇒ https://en.wikipedia.org/wiki/Performance_appraisal Retrieved:2023-6-7.
  • A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal, sometimes shortened to "PA",is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about work and settle into their jobs. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. Performance appraisals are most often conducted by an employee's immediate manager or line manager. While extensively practiced, annual performance reviews have also been criticized as providing feedback too infrequently to be useful, and some critics argue that performance reviews in general do more harm than good. It is an element of the principal-agent framework, that describes the relationship of information between the employer and employee, and in this case the direct effect and response received when a performance review is conducted.

2020

• https://www.inc.com/encyclopedia/employee-performance-appraisals.html
  • QUOTE: ... An employee performance appraisal is a process — often combining both written and oral elements — whereby management evaluates and provides feedback on employee job performance, including steps to improve or redirect activities as needed. Documenting performance provides a basis for pay increases and promotions. Appraisals are also important to help staff members improve their performance and as an avenue by which they can be rewarded or recognized for a job well done. ...

    ... While the term performance appraisal has meaning for most small business owners, it might be helpful to consider the goals of an appraisal system. They are as follows:

    • To improve the company's productivity
    • To make informed personnel decisions regarding promotion, job changes, and termination
    • To identify what is required to perform a job (goals and responsibilities of the job)
    • To assess an employee's performance against these goals

2017

• https://wideangle.com/7-modern-tips-confronting-employee-performance-problem/
  • QUOTE: Here are 7 tips for successfully confronting an employee performance problem.
    • 1 – Solve problems. Don’t just present them.
    • 2 – Have concrete facts/data in hand.
    • 3 – You. Must. Develop. Empathy.
    • 4 – Do your homework, then prepare, else it’s your performance problem.
    • 5 – Don’t corner or threaten them.
    • 6 – What do your employees want??
    • 7 – The follow-up magic of rewards recognition.

2017

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2017

• (DeNisi & Murphy, 2017) ⇒ DeNisi, A. S., & Murphy, K. R. (2017). “Performance appraisal and performance management: 100 years of progress?", Journal of Applied Psychology.
  • QUOTE: "The assessment of people’s performance at work — performance appraisal — has been of interest to scholars and practitioners for literally hundreds of years. More recently, there has …"

2006

• (Kuvaas, 2006) ⇒ Kuvaas, B. (2006). “Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation", The International Journal of Human Resource Management.
  • QUOTE: "… with performance appraisal and work performance, providing … is also significantly related to work performance"

1998

• (Sulsky & Keown, 1998) ⇒ Sulsky, L. M., & Keown, J. L. (1998). “Performance appraisal in the changing world of work: Implications for the meaning and measurement of work performance", Canadian Psychology/Psychologie Canadienne.
  • QUOTE: "We critically evaluate performance appraisal research by highlighting how research has … of work performance."

1995

• (Ghorpade & Chen, 1995) ⇒ Ghorpade, J., & Chen, M. M. (1995). “Creating quality-driven performance appraisal systems", Academy of Management Perspectives.
  • QUOTE: "… suggesting that the problem of poor worker performance lies largely with the organization. … This charge applies to performance appraisal methods that classify workers according to …"

1981

• (Meyer, Kay & French, 1981) ⇒ Meyer, H. H., Kay, E., & French, J. R. P. (1981). “Split roles in performance appraisal", Springer.
  • QUOTE: "Here the traditional annual performance appraisal method was tested against a new method we developed..."

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