do not confuse
employee
performance with
project performance
with !
employee performance appraisal
The most common form of employee performance appraisal is management by objectives, in which employees and their managers set goals together for the upcoming period and then measure the degree to which the employee achieved the goals.
This method provides unambiguous criteria that are not susceptible to biases.
However, if improperly managed it also can
lead to a mentality of
“results at any cost” or
not reflect on-the-job problem solving.
Guidelines
How to reach an agreement on the Employee Performance Objectives
How to forecast Employee Activities in accordance to the Employee Performance
A management by objectives is centred to what is being produced and delivered, rather than on what tasks have been performed.
Therefore it leaves a margin of responsibility to the employer to plan how to produce the expected outputs and achieve the project objectives.
However the "how" to achieve should be consistent with the organizational culture and with the basic requirement of fostering a healthy communication climate.
Agreed performance objectives will form the basis for planning the employee activities and for reviewing the employee performance.
See also Varieties of performance review: Immediate-supervisor, Self-review, Peer review Subordinate review , Appraisal by beneficiaries, 360º performance appraisals.
See examples of employee performance objectives for different categories of employees:
Templates:
Other resources:
Oxfam: Performance Management; competency model;
Europe Aid: Institutional Assessment and Capacity Development
do not confuse
employee
performance with
project performance
with !