Home System Structure System Features Pricing About Us Contact Us
Employee Performance Appraisal Software, Performance Review Software, Web Based Performance Appraisals, Online Staff Appraisal, Employee Reviews, Web-Based Employee Evaluation, Staff Review, Employee Assessment
Web-Based Online Employee Performance Management Software Systems, Online Staff Performance Reviews and Appraisal Software Systems, Performance Evaluation Software Systems, Performance Reviews Online, Employee Online Assessment and Appraisal Software Systems
Client Login to Appraisal Smart   Performance Appraisal Software Systems (cont...)
Appraisal Smart covers more than the Performance Appraisal or Review - it covers Performance Management in substantial detail...
read more
The conducting of Performance Appraisals need not be so stressful any longer...
read more
Interested in becoming a Partner to market Appraisal Smart in your country?
Contact us for our Partner Agreement...
click here
Client Technical Requirements
Download PDF Brochure

 

Employee Performance Management and
Appraisals Demystified


FORMULATING PERFORMANCE MEASURES

Performance Measures are any of the following:

  • Goals/Objectives
  • Key Performance Indicators (KPIs)
  • Competencies/Values

Performance Measures need to be mutually agreed between line managers and employees, and documented onto a Performance Agreement Form, which serves as a written "contract" between them regarding WHAT needs to be done by the employee and to what STANDARD (Quantitatively and Qualitatively).

There should be anything from 5 to 15 Performance Measures per position/role, consisting of 4 to 8 critical Competencies/Values, with the balance comprising of Goals/Objectives and KPIs.


Before attempting the above process, it would be a good idea to first develop a Job/Role Description for the position through a thorough Job Analysis, as a Job/Role Description can be a major source to derive Performance Measures from.

STEP 1: SETTING KEY PERFORMANCE AREAS (KPAs)

KPAs are areas of accountability for which an employee is expected to produce results.

All jobs should have anything up to a maximum of seven KPAs which, if viewed, will tell you broadly WHAT the JOB ENTAILS (similar to "Job Functions" in the old language).

KPAs should meet the following criteria:

  • They (or their combination) should be unique to the specific position.
  • They should provide clear justification for the existence of the position.
  • They must be within the authority level of the jobholder.
  • They must be worded briefly (1-3 words).
  • Their number must be limited (not more than 7), focusing on the most important job outputs.
  • Provides an answer to the question: "Where does a cluster of related job activities lead to?".

Examples of KPAs:

  • Office Administration
  • Equipment Maintenance
  • System Security
  • Loss Control
  • Customer Support/Service
  • Account Management
  • Sales
  • Marketing
  • Advertising
  • Purchasing
  • Network Operations
  • Network Installation
  • Self-Development

Add for line managers:

  • Human Resources Management
  • Strategic Management
  • Financial Management
  • Operational Planning, Organizing and Control

  previous page                                                                                 next page

site map
Home | System Structure | System Features | About Us | Contact Us | 1-Minute Pitch | Pricing
Technical Requirements | Training Workshops | Business Partner Plans | Hosting | Free Downloads
Performance Management | Performance Appraisals | Performance Interviewing | User FAQs
360-Degree Feedback
| 360 FAQs | L&D Module | Goal Mgt Module | Clients | Links | Site Map
Contact Us | Site MapTXT
Copyright © 2004 - 2019 Appraisal Smart Pty Ltd. All Rights Reserved.