Hi All, I would appreciate if somebody can help me out in the following: what is the next step after the performance appraisal interview?
From India, Pune
From India, Pune
Please let us know more about the scenario and why you have raised the question. It will help us to give a precise answer. For example, what was the performance appraisal interview for? When I had performance appraisal interviews, some were for establishing targets for the following year. One was for just acknowledging what I had done, as I was about to retire before the next one was due.
Please also see Develop Effective and Teacher-Friendly Teaching Evaluations via @HanoverK12 | Hanover Research and How to Follow Up after a Job Performance Appraisal Session - For Dummies
From United Kingdom
1621Please also see Develop Effective and Teacher-Friendly Teaching Evaluations via @HanoverK12 | Hanover Research and How to Follow Up after a Job Performance Appraisal Session - For Dummies
From United Kingdom
We have taken interview for performance related and gave rating also like...
An Overall Score of 4.5 to 5 indicates Exceptional Performance
3.5 to 4.4 Above Expectations Performance
2.5 to 3.4 Performance Meets Expectations
1.5 to 2.4 Improvement Needed Performance
1.0 to 1.4 Unsatisfactory Performance
From India, Pune
An Overall Score of 4.5 to 5 indicates Exceptional Performance
3.5 to 4.4 Above Expectations Performance
2.5 to 3.4 Performance Meets Expectations
1.5 to 2.4 Improvement Needed Performance
1.0 to 1.4 Unsatisfactory Performance
From India, Pune
You have not given enough information about the type and nature of work of staff. Please access the second link in my above post.
From United Kingdom
From United Kingdom
They are working as a Tech support we are working for hardware related job pls help me what is next step?
From India, Pune
From India, Pune
Hi,
The next step is depending upon the result of the evaluation and interview. If the result turned quiet bad, you should justify first the reason of the appraisal. After that explain what specific areas thus the employee needs to improve and how to do it. Its like a mentor - men-tee intervention. If the result of appraisal is commendable you should assess the areas where that employee performs well and coach her on how can she go far if he/she maintains the performance. You should always keep in mind how YOU as an appraiser influence the performance of your appraisee.
From Philippines, Quezon
The next step is depending upon the result of the evaluation and interview. If the result turned quiet bad, you should justify first the reason of the appraisal. After that explain what specific areas thus the employee needs to improve and how to do it. Its like a mentor - men-tee intervention. If the result of appraisal is commendable you should assess the areas where that employee performs well and coach her on how can she go far if he/she maintains the performance. You should always keep in mind how YOU as an appraiser influence the performance of your appraisee.
From Philippines, Quezon
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