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    Rawae Al Amal Industrial Services: Index

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    Jamal Mohamed Rahamathullah
    This document outlines an employee and supervisory performance appraisal program with the following key points: 1. The purpose is to evaluate performance and provide feedback to help staff improve and be rewarded for good work. It is used to assess job quality and is part of career development. 2. The program scope is to ensure regular reviews for all employees and supervisors' career development. 3. The aims are to identify training needs, document reward criteria, inform personnel decisions, provide organization diagnosis, facilitate communication, and give employees performance feedback.

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    Rawae Al Amal Industrial Services: Index

    Uploaded by

    Jamal Mohamed Rahamathullah
    29 views3 pages
    This document outlines an employee and supervisory performance appraisal program with the following key points: 1. The purpose is to evaluate performance and provide feedback to help staff improve and be rewarded for good work. It is used to assess job quality and is part of career development. 2. The program scope is to ensure regular reviews for all employees and supervisors' career development. 3. The aims are to identify training needs, document reward criteria, inform personnel decisions, provide organization diagnosis, facilitate communication, and give employees performance feedback.

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    This document outlines an employee and supervisory performance appraisal program with the following key points: 1. The purpose is to evaluate performance and provide feedback to help staff improve and be rewarded for good work. It is used to assess job quality and is part of career development. 2. The program scope is to ensure regular reviews for all employees and supervisors' career development. 3. The aims are to identify training needs, document reward criteria, inform personnel decisions, provide organization diagnosis, facilitate communication, and give employees performance feedback.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    29 views3 pages

    Rawae Al Amal Industrial Services: Index

    Uploaded by

    Jamal Mohamed Rahamathullah
    This document outlines an employee and supervisory performance appraisal program with the following key points: 1. The purpose is to evaluate performance and provide feedback to help staff improve and be rewarded for good work. It is used to assess job quality and is part of career development. 2. The program scope is to ensure regular reviews for all employees and supervisors' career development. 3. The aims are to identify training needs, document reward criteria, inform personnel decisions, provide organization diagnosis, facilitate communication, and give employees performance feedback.

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    Rawae Al Amal Industrial Services

    EMPLOYEE AND SUPERVISORY PERFORMANCE APPRAISAL PROGRAM (I – D1)

    Index

    1. Purpose
    2. Scope
    3. Aim
    4. Responsibilities
     Employer
     Supervisor
     Worker
    5. Safety Training Program Plan
    6. Records
    1. Purpose

     The purpose of this Employee and Supervisory Performance Appraisal Program is to


    evaluate and provides feedback on employee and supervisor performance, including steps
    to improve or redirect activities as needed.
     Appraisals are also important to help staff members improve their performance and as an
    avenue by which they can be rewarded or recognized for a job well done.
     It is a method by which the job performance of an employee is evaluated (generally in terms
    of quality).
     Performance appraisal is a part of career development.

    2. Scope

    The scope of this Employee and Supervisory Performance Appraisal Program is to ensure that all
    Employees and Supervisors career development by regular reviews.

    3. Aims

     Identify employee training needs.


     Document criteria used to allocate organization rewards.
     Form a basis for personnel decisions, salary increases, and promotions,
    disciplinary actions etc.,
     Provide the opportunity for organization diagnosis and development.
     Facilitate communication between employee and administrators.
     Validate selection techniques to meet federal equal employee opportunity requirements.
     Give feedback on performance to employees.

    4. Responsibilities

    4.1 Employer

    Performance appraisals should not occur management is building a case to terminate


    someone. It’s no wonder that the result is a mutual dread of the performance evaluation
    session something to be avoided.

    Performance appraisal is supposed to be a development experience for the employee and a


    teaching moment for the manager.

     Performance appraisal is a part of employee and supervisor career development.


     Facilitate communication between employee and administrators.
     Making decisions on such issues as pay raise, promotion, transfer, training discharges and
    completion of probationary periods.
    4.2 Supervisors

     Facilitate communication between employee and administrators.


     Develop a training matrix for the staff under their authority including time frames for
    completion
     Develop and implement a department specific orientation program.
     Ensure all workers attend their assigned training sessions
     Monitoring that behavior to ensure that the organization goals are met.

    4.3 Worker

    A Worker tends to become emotional and frustrated if they perceive that the ratings they get
    are unfair and inaccurate.

    An organization having satisfied and motivated employees will have an edge over its
    competitors.

     Improving Performance – behavior towards organization goals


     A worker have good performance – This approach resulted in an appraisal system in which the
    employees merits like initiative, dependability, personality etc. were compared with others and
    ranked or rated.
     Appraisals by and large mean reviewing your past performance (achievements) and providing
    you feedback improvements. So, if there’s been little or no performance, there’ll be little or no
    appraisal in your salary and position.

    5. Employee and Supervisory Performance Appraisal Plan

    Attached

    6. Records

    ----------

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