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

2. 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

3. 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

4. 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

5. 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

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

7. 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

8. 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

9. 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

10. Thank you for your appraisal