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We have developed a training performance appraisal system for our Creighton University Desk workers. ... Performance appraisals are also useful for making compensation decisions, reinforcing and sustaining good performance. ... So first, we will conduct a job analysis (as every assignment in the past), then complete a criterion development, so that we can finally develop our performance appraisal. ...
There is a dual role of performance appraisal. ... So we decided to split the roles in two and conducted administrative and developmental performance appraisals. ... It also sets clear standards of performance, so it is useful as a developmental tool. ...
When developing our program we saw that there were biases the affecting the development and implementation of our performance appraisal system. ... We wanted to make sure that our performance appraisals would be objective, rather than subjective, and will focus on work performance rather than personal attributes. ...
The immediate supervisor is responsible for conducting performance appraisals for all employees under their supervision. ... We took a 360-degree performance appraisals approach. Performance related information would be collected from a broad number of colleagues, including subordinates, peers, and supervisors. ... The supervisor will conduct a private discussion with the employee as a part of the appraisal process so that the employee clearly understands the duties of their job and the reasons for the supervisors assessment of the employees performance. ... The employee will be allowed to provide input and to add written comments on the appraisal document.
Approximate Word count = 1142
Approximate Pages = 4.6
(250 words per page double spaced)
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