Leadership and Management: Performance Appraisal Essay

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Updated: Feb 9th, 2024

Table of Contents

Performance Appraisal
Performance Appraisal form
Final rating explanation
References

Performance Appraisal

Performance appraisal is the process of reviewing employees’performancebased on pre-set formula. Performance appraisal is important to the firm as it provides the firm with the basis to award employees. Performance appraisal also enables the firm to plan for the future workforce. Performance appraisal involves administering relevant questions to the employee by the appraiser (Grote, 2013). These questions occur in different formats. Below is an example of performance appraisal form that is used to evaluate the performance of employees by the supervisor.

Performance Appraisal form

Name of Organization	Great Tech Manufacturing Company
Employee Name	Tom Carlson
Employee Job Title	Operations supervisor
Appraisal Date: September 14, 2013		Time: 0800hrs
Supervisor	Tony Blake

Leadership (30%)

Check point	Rating
The supervisor properly manages the competing demand within the department	2
Keeps proper records of organization’s operations within the area of jurisdiction	4
Delegates and supervises duties in line with the organization’s objectives	5

Interpersonal skills (30%)

Check Point	Rating
The supervisor uses appropriate communication methods	5
The supervisor responds well to questions from the employees	4
The supervisor listens and understands clarifications from the relevant parties	4
Treats the junior staffs with due respect	4

Performance coaching (40%)

Check points	Rating
The supervisor defines responsibilities of all employees within the department	4
Regularly hold meetings with other employees to review their progresses	4
Provides meaningful feedback to subjects	3
The supervisor encourages training and development amongst the relevant parties	3

Final rating explanation

Rating	Level of performance
1	The overall level of performance is poor. The supervisor does not report to duty in time. Rarely give clarifications and feedback. Consistently absent from place of work.
2	Does not meet the job expectation. Needs development. Occasionally carry out duties as required.
3	Meets the job expectations. Carry out duties promptly. Communicates properly with the junior staff.
4	Exceeds expectations. Keeps proper records of operations. Gives clear instructions to the junior employees. Conducts departmental meetings and briefings.
5	Demonstrates exceptional ability to carry out all the duties assigned. Performs assigned duties well and within the allowed time.Demonstrates great leadership skills within the assigned area of work.

Performance coaching is allocated more marks, as it is the main reason for supervising employees. The supervisor should have great leadership and interpersonal skills in order to execute his duties (Falcone & Tan, 2013).In overall, the supervisor managed a total score of the 79% which falls under rating number 4.

References

Falcone, P., Tan, W. (2013). The Performance Appraisal Tool Kit. New York: AMACOM.

Grote, D. (2011). How to Be Good at Performance Appraisals: Simple, Effective, Done Right. Cambridge: Harvard Business Review Press.

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