Performance Appraisal Appraisal for: non repetitive jobs Key Result Area for: repetitive jobs

Performance Appraisal Performance appraisal is the evaluation of an employee’s current or past performance relative to his or her performance standards.

The Performance Appraisal Process The appraisal process involves: Setting Work Standards Assessing the Employee’s Actual Performance Relative to These Standards Providing Feedback to the Employee with the Aim of Motivating That Person to Eliminate Performance Deficiencies or to Continue to Perform above Par

Steps for Establishing Performance Goals / Standards Performance Appraisal

 Collect Information.  Define Primary Function.  Identify Key Result Areas.  Determine Areas Of Measurements.  Write Tentative Goals / Standards.  Determine Measurement & Review mmethods. Performance Appraisal

Why Dose This Job Exist ?  What products / services are provided by this position?  Who receives these products / services?  What is unique about this position?  Why are these products / services provided?  What would be missing if this job did not exist? Performance Appraisal

Criteria Question For Key Resolute Area:  What does internal / external customer receive?  What products / services are provided?  Why are the activities performed? Performance Appraisal

 Measurable.  Understandable.  Achievable.  Controllable.  Related to a specific time frame. Goals / Standards are: Performance Appraisal

Establishing Performance Goals / Standards Performance Appraisal

 Analyze: Intermediate/ Raw Material /Finish Products.  Operation Lab. Instruments:Calibration / Operate / Maintain.  Documentation: Generate SOP / Batch assessment record / Stability study & Record / Storage of sample.  Validation of all lab. Procedures. Performance Appraisal Job function Step I & II: Collect Information - Define Primary Function. Quality Assurance Analyst (Example)

Analyse: Intermediate/ Compliance to specification Raw Material /of material and products. Finish Products. Operation Lab. Instruments : Compliance to specs of Calibration /Operate / Maintain. Equipment. Documentation: Generate SOP / Batch assessment Compliance to GMP. Record / Stability study & Record Storage of sample. Validation of all lab. Procedures. Compliance to procedures. Performance Appraisal Job function Step III: Identify KRA Quality Assurance Analyst (Example) ActivityKRA

 Compliance to specification of material & products.  Compliance to specs of equipment.  Compliance to GMP.  Compliance to procedures. Key Result Areas for Quality Assurance Analyst Are

Compliance to specification of material & products. Compliance to specs of equipment. Compliance to GMP. Compliance to procedures. Write Standards Q.A Analyst Key Result Areas Measures Standards Quantity. Quality. Time. Cost. 10 certificate/ day. 2 equipment / day. 5 procedures up-date / month. 5 procedures / year. 3 batches / products.

 Objective  Weight  Results  Achievement(c)  Award Factor (d)  Payout % Insinuative Compensation

How to Avoid Appraisal Problems There are at least four ways to minimize the impact of appraisal problems: s Be sure to understand the problems as just discussed and the suggestions given for each of them. s Choose the right appraisal tool. s Train supervisors to eliminate rating errors such as halo, leniency, and central tendency. s Keep a diary.

How to Handle a Defensive Subordinate  Recognize that defensive behavior  is normal.  Never attack a person’s defenses.  Postpone action.  Recognize your own limitations.