LESSON 4: Performance Appraisal

LESSON 4

PERFORMANCE APPRAISAL

In this lesson you will learn about the aims and methods of performance appraisal.

You will also learn how to express and justify your opinion.

 

 

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Pobierz lekcję w formacie PDF

 


Revision from the last lesson:

Explain the following words in English and Polish:

weigh up pros and cons to hamper feedback overall

 

[key]

 

weigh up to think carefully about the advantages or disadvantages of a situation before making a decision / ocenić, rozważyć
pros and cons an advantage and disadvantage for doing something / za i przeciw

to hamper
to prevent someone doing something easily / krępować, tamować, utrudniać

feedback
information or statements of opinion about something, such as a new product, that provide an idea of whether it is successful or liked / opinia, oddźwięk, odzew
overall in general rather than in particular / ogólne, całkowite, całościowe

[/key]

 

Name the methods of training?

[key]

Coaching,
e-learning,
evening classes,
Workshops,
Study leave,
Induction,
Job shadowing,
Mentoring,
Simulation/role-playing

[/key]

 


 

LESSON 4

PERFORMANCE APPRAISAL

 

LEAD – IN ACTIVITY – speaking

Read the statements below:

  • Performance Appraisal is an important, if not essential, managerial responsibility.
  • Formal performance appraisal systems only create more problems than they solve.

 

 

Now using the expressions below, say which statement do you agree with and why.

 

To express your personal views use:

  • Personally speaking,
  • I have to say
  • To tell you the truth
  • To be perfectly honest,
  • Personally, I think
  • I look at it like this:
  • My attitude is

To justify your opinion use:

  • I think so because
  • I think this is because
  • Because of
  • The main advantage / disadvantage is
  • The reason I believe that is…
  • The facts suggest…
  • The evidence shows…
  • The first reason I believe this is…
  • The main reason I feel this way is…
  • There are several reasons I believe this. The first is…
  • There is a lot of evidence to support my point of view. For example…
  • There are many facts in favor of my opinion. One such fact is…

 


 

Exercise 1 – reading

Performance appraisal / from Wikipedia

1.

A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in [tooltip][phrase]terms of quality[/phrase][def]terms of quality
w kategoriach czegoś[/def][/tooltip], quantity, cost, and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of [tooltip][phrase]obtaining[/phrase][def]obtain
to get something, especially by asking for it, buying it, working for it or producing it from something else / uzyskać[/def][/tooltip] analyzing and recording information about relative worth of an employee to the organization.

2.

Generally, the goals of a performance appraisal are to:

  • Give an employee feedback on performance
  • Identify employee training needs
  • Document criteria used to allocate organizational rewards
  • Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc.
  • Provide the opportunity for organizational diagnosis and development
  • [tooltip][phrase]Facilitate[/phrase][def]facilitate
    to make possible or easier / ułatwiać[/def][/tooltip] communication between employee and administration
  • [tooltip][phrase]Validate[/phrase][def]validate
    to make something officially acceptable or approved, especially after examining it / zatwierdzać, nadać ważność[/def][/tooltip] selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements
3.

A [tooltip][phrase]common approach[/phrase][def]common approach
powszechne podejście[/def][/tooltip] to assessing performance is to use a numerical or scalar rating system [tooltip][phrase]whereby[/phrase][def]whereby
by which way or method / za pomocą którego[/def][/tooltip] managers are asked to score an individual against a number of objectives/attributes. In some companies, employees receive assessments from their manager, peers, subordinates, and customers, while also performing a self assessment. This is known as 360-degree appraisal a and forms good communication [tooltip][phrase]patterns[/phrase][def]pattern
particular way in which something is done, organized or happens / wzór[/def][/tooltip].

The most popular methods used in the performance appraisal process include the following:

  • [tooltip][phrase]Management by objectives[/phrase][def]Management by objectives
    Zarządzanie przez cele[/def][/tooltip]
  • [tooltip][phrase]360-degree appraisal[/phrase][def]360-degree appraisal
    System ocen pracowniczych 360 stopni[/def][/tooltip]
  • [tooltip][phrase]Behavioral observation scale[/phrase][def]Behavioral observation scale
    Skala behawioralna [/def][/tooltip]
  • [tooltip][phrase]Behaviorally anchored rating scales[/phrase][def]Behavioral observation scale
    Skale behawioralne [/def][/tooltip]

Trait-based systems, which rely on [tooltip][phrase]factors[/phrase][def]factor
fact or situation which influences the result of something / czynnik[/def][/tooltip] such as integrity and conscientiousness, are also commonly used by businesses. The scientific literature on the subject provides evidence that assessing employees on [tooltip][phrase]factors[/phrase][def]factor
fact or situation which influences the result of something / czynnik[/def][/tooltip] such as these should be avoided. The reasons for this are two-fold:

  1. Because trait-based systems are by definition based on personality traits, they make it difficult for a manager to provide feedback that can cause positive change in employee performance.
  2. Trait-based systems, because they are vague, are more easily influenced by office politics, causing them to be less reliable as a source of information on an employee’s true performance.
4.

Performance appraisals are an instrument for social control. They are annual discussions, avoided more often than held, in which one adult identifies for another adult three improvement areas to work on over the next twelve months. You can soften them all you want, call them development discussions, have them on a regular basis, have the subordinate identify the improvement areas instead of the boss, and discuss values. None of this changes the basic transaction… If the [tooltip][phrase]intent[/phrase][def]intent
when you want and plan to do something / intencja, zamiar[/def][/tooltip] of the appraisal is learning, it is not going to happen when the context of the dialogue is evaluation and judgment.

 

 

Exercise 2 – READING COMPREHENSION

Match the headings with paragraphs 1 – 4..

  • Methods of performance appraisal.
  • Criticism
  • What is performance appraisal?
  • Aims of performance appraisal.

[key]

  1. What is performance appraisal?
  2. Aims of performance appraisal.
  3. Methods of performance appraisal.
  4. Criticism.

[/key]

 

Exercise 3 – VOCABULARY EXERCISE

Match the words from the text above with their definitions.

1. peer is a method by which the job performance of an employee is evaluated
2. subordinate particular characteristic that can produce a particular type of behaviour
3. trait a person who has a less important position than you in an organization
4. allocate a person who is the same age or has the same social position or the same abilities as other people in a group
5. performance appraisal to give something to someone as their share of a total amount, for them to use in a particular way
6. reward something given in exchange for good behaviour or good work

 

[key]

1. peer a person who is the same age or has the same social position or the same abilities as other people in a group – równy rangą / rówieśnik
2. subordinate a person who has a less important position than you in an organization – podwładny / niższy rangą
3. trait a particular characteristic that can produce a particular type of behavior – cecha (np.: charakteru)
4. allocate to give something to someone as their share of a total amount, for them to use in a particular way – przeznaczać, wyasygnować, przydzielić
5. performance appraisal is a method by which the job performance of an employee is evaluated / ocena pracownicza, ocena pracy / system ocen pracowniczych – ocena pracownika
6. reward something given in exchange for good behaviour or good work – wynagradzać

[/key]

 

Exercise 4 – PERFORMANCE APPRAISAL FORM.

 

Sample Performance Review Form:

Employee Name: _______________________________________________________
Job Function: _______________________________________________________
Date of Review: _______________________________________________________
Reviewer Name: _______________________________________________________

 

Name each grid using the headings from the box below:

Job knowledge Communication Attitude & Service Quantity of work
Motivation Flexibility Teamwork Judgment
Overall Rating Reliability Learning Ability

Example

0. QUALITY OF WORK
Work is performed accurately and [tooltip][phrase]neatly[/phrase][def]neatly
w zadbany sposób, starannie[/def][/tooltip]. Work is consistent, [tooltip][phrase]thorough[/phrase][def]thorough
sumiennie, dokładnie[/def][/tooltip] and complete.
Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable
1.
Amount of work performed on a daily basis is [tooltip][phrase]appropriate[/phrase][def]appropriate
właściwie, odpowiednio[/def][/tooltip] for job function.
Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable
2.
Understands the [tooltip][phrase]job requirements[/phrase][def]job requirements
[/def][/tooltip] and has specific content knowledge where appropriate.
Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable
3.
Is able to [tooltip][phrase]adjust[/phrase][def]adjust
dopasować się, przystosować się[/def][/tooltip] to new methods and procedures, and learn new tasks and duties
Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable
4.
Is motivated to complete duties and tasks. Does not require much direction to start or finish work. Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable
5.
Can be counted on to be at work daily, and be on time. Deadlines are [tooltip][phrase]consistently[/phrase][def]consistently
konsekwentnie[/def][/tooltip] met.
Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable
6.
Adapts well to changes in work schedules. Is open to new ways of doing things. Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable
7.
Communicates well with others. Have good verbal and written skills. Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable
8.
[tooltip][phrase]Handles[/phrase][def]Handle
radzić sobie z czymś[/def][/tooltip] uncomfortable situations with tact. Recognizes when problems need to be solved.
Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable
9.
Is a positive contributor to teams. [tooltip][phrase]Gets along with[/phrase][def]Gets along with
utrzymywać z kimś dobre stosunki[/def][/tooltip] others and acts as a leader.
Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable
10.
Projects a positive attitude in the workplace. Services the needs of others (internal & external). Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable
11.
Overall Performance Comments
  • Outstanding
  • Exceeds Expectations
  • Meets Expectations
  • Improvement Needed
  • Unacceptable
  • Not Applicable

[key]

  1. Quantity of work.
  2. Job knowledge
  3. Learning ability
  4. Motivation
  5. Reliability
  6. Flexibility
  7. Communication
  8. Judgment
  9. Teamwork
  10. Attitude & Service
  11. Overall Rating

[/key]