Performance Appraisals

Refers to the evaluation of an employee's job-related performance with the primary objective being the improvement of the individual's performance. It also provides justification for determining an employee's compensation and promotability.
As part of the implementation process, there will be a revised approach to performance appraisal. The new Performance Evaluation Tool (PET) will be now be utilized for this purpose. A key element of the PET is the establishment of individual performance objectives at the beginning of each. An employee's performance may be evaluated into one of four (4) levels of performance as follows, for the purposes of determining personnel actions:

Outstanding: Performance substantially and consistently above required standards for the position.

Competent: Consistently meets objectives and produces the desired results that are expected for a qualified employee in this position. Performance meets required standards for the position.

Needs Improvement: Areas of improvement are noted. Performance is less than expected, and below required standards for the position. Consideration must be given to probationary status pending improvement of performance.

Unsatisfactory: Does not meet objectives. Performance substantially and consistently below required standards for the position. If significant improvement is not made, termination will follow.

The performance evaluation is conducted between the employee and his/her immediate supervisor, in which the supervisor evaluates the performance of the employee. The supervisor provides feedback to the employee regarding his/her performance and areas of concern. The evaluated performance level during the evaluation will be used for justifying personnel actions relative to promotion, transfer, and salary adjustments.

It is the intent of the Company to make salary increases and related personnel actions based on an employee's evaluated performance in his/her assigned position, and the individual's overall contribution. Performance evaluations are to be conducted at the completion of the introductory period, on an as-needed basis during the year, and no less than two times every twelve (12) months. It is intended that this should provide adequate feedback, allows for corrective action, and substantiate salary increases and related personnel actions.

The prime consideration in the Performance Appraisal System is enhancement in overall performance. The process is expected to enhance the development of meaningful communication between the employee and his/her supervisor, which in turn should lead to such improvement in the employee's overall performance.

To find out more on how Compensation Resources, Inc. can help your company with Performance Appraisals, please contact us or call us directly to speak with our compensation consultants at 877-934-0505.