Performance Appraisal TEAM 9: Karl Dahlberg Jouko Kyrölä Erik Pawar Tero Weckroth

The objective Performance Appraisal Improved Performance Performance Identifying Strengths and Weaknesses Basis for salary recommen- dations Improved Performance Performance Development Performance Appraisal Opportunity to discuss past performance Identify opportunities and ways to improve performance

Organizational Chart - Chicago Evaluation - CEO appraisal 2 HR Plan requires understanding of overall business BPAmoco site managers are at the centre of a group of franchisees - they have the opportunity to drive the combined business forward to the advantage of all parties but not the managerial power to do so. Relationship building and management is the main tool - this impacts on the sort of people we hire and how we do business, both key parts of the HR Plan. - Chicago Evaluation - CEO appraisal 2 - CEO appraisal 1 - Area manager appraisal

Appraisal methods Interview Self-assesment Essay method Three overall ratings (to be elaborated upon in essay) Outstanding, exceeds expectations Meets expectations in job description Below expectations Semi-annual evaluations At entry level, also at end of first 3 months

CEO Appraisal Should be done in Chicago by the CEO of BP Amoco, or by a person appointed by him Should be done by method and standards used in Chicago Suggest using appraisals performed by several board members in contact with CEO

Functional managers appraisal Performed by the CEO of BP Amoco Finland Management By Objectives meets goals set by self, CEO, and national regulations

Area manager appraisal Performed by the CEO of BP Amoco Finland Results method Meeting the budgeted cost & sales objectives Market share Facility managers’ input Semi-annual questionnaires Support, leadership, direction Standard grading with comments

Facility manager appraisal Performed by Area Managers Critical incident method Customers, Suppliers, Area Managers, Authorities Peer/subordinate evaluation Semi-annual questionnaires Comment on support, leadership, direction provided Expectations rating with comments Same system for assistants & trainees, but Area Managers replaced by Facility Managers

Appraisal training Detailed instructions should always be available will be designed & implemented by HR department Training for every employee when entering the company Sample interviews (video), points to remember Common goals, constructive criticism, measurable and achievable objectives

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