All organizations and agencies try to encourage maximum employee performance. This is done by developing a performance appraisal system. There are many aspects to look at when developing this kind of system. I want to discuss several of these aspects including day-to-day supervisory activities, ongoing supervision of staff, performance appraisal, allocation of rewards, and, when necessary, termination of an employee from the organization or agency (Kettner, 2002). All of these are essential to effectively manage and evaluate staff members. Yearly evaluations are normally performed for each member of the staff by a staff member who is directly above the employee in the chain of command. Supervision is extremely important to evaluate an employee's day-to-day performance.
It is the supervisor's job to successfully observe each employee while he or she is performing his or her duties. When this is done negligently, it can lead to unsatisfactory performance levels. This can also lead into future legal trouble for the employee, organization or agency. This is why it is so imperative a supervisor watch over the staff members and makes sure company policy, procedures, and all employee duties are carried out the way they were designed to. Supervisors are held accountable for the performances of those staff under his or her supervision which means it is a continuous process.
[...] Once a good look has been taken of each step and the organization or agency director has decided the best possible approach to each part of the process it does not end there because things change from year to year and the appraisal system should be reviewed often to determine if any changes are needed. References Kettner, P. M. (2002). Achieving Excellence in the Management of Human Services Organizations. Allyn and Bacon, an imprint of Pearson Education, Inc. Sylvan, R. (n. d.). How to Develop a Performance Appraisal System for Human Services Organizations. [...]
[...] This is done by developing a performance appraisal system. There are many aspects to look at when developing this kind of system. I want to discuss several of these aspects including day-to-day supervisory activities, ongoing supervision of staff, performance appraisal, allocation of rewards, and, when necessary, termination of an employee from the organization or agency (Kettner, 2002). All of these are essential to effectively manage and evaluate staff members. Yearly evaluations are normally performed for each member of the staff by a staff member who is directly above the employee in the chain of command. [...]
[...] Administrative or fiscal termination involves a separation of employees who have met performance standards but nevertheless are being asked to leave the organization or agency because of budget constraints (Kettner, 2002). The last type, mutual agreement, both parties decide it is in the best interest of the employee and the organization or agency if the employee leaves the organization or agency. In summary, developing a performance appraisal process can become a very complicated ordeal. It is necessary to closely look at all of the steps involved and thoughtfully plan out each step to make an appraisal process which will become the most successful for your organization or agency. [...]
[...] This summary will be given to the employee's direct supervisor, the board of directors, and the director. Last, the performance appraisal process should be discussed with the entire staff on a regular basis. If any changes are needed this is the time to ask for suggestions on how to carry out said changes. A rewards system should have ties to the performance appraisal process. “Conversely, employees can become highly motivated and increase productivity if they believe that salary decisions are related to job performance” (Kettner, 2002). [...]
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