IndeX (Toi, can you put the page numbers in before submitting it please. Otherwise, it will be very off after all the editing is done…) Executive Summary Page 2 Purpose Page 3 Task Page Design and Operation Page A. Performance Planning Page Establishing Standards and Measures Page Goals Page Performance Expectations Page Knowledge, Skills, and Abilities Page Resources Page B. Performance Management Page C. Performance Appraisal Page Work Standard Method Page Ranking Methods Page 1. Checklist Method Page 2. Behaviorally Anchored Rating Scale (BARS) Page Decision Making Page D. Performance Review Page Operating Procedures within the Organization Page Paper Flow Page Gaining Employee and Manager Acceptance Page Performance and Pay Page Clarify Job Description Page Coaching Page Employee Development Page Improved Legality Page Training Page 1. Conduct a Needs Assessment Page 2. Conduct Managerial Training Page Ratings and Procedures Page Performance Planning Page Coaching Page Decision Making Page Communication Page Delegation/Empowerment Page Employee Career Development Page Tools Page Leadership Page 3. Provide Accountability/Rewards for Effective Rating Practices Page BUDGET Page LINKING APPRAISAL SYSTEM TO COMPENSATION Page CONCLUSION Page
Employee Career Development These training sessions will allow managers to aid their employees to do a self-assessment of their performance, set smart goals, and design and achieve personal improvement. This will enhance employee skills and abilities via continuous feedback and encouragement. Building up these skills will lead to improved performance which will accelerate employee careers within the company; as excellent performance reviews can lead to promotions. Tools Computer tools for scheduling, data collection, and communication can help managers to perform their tasks. Classes should be conducted with an objective to train managers on how to better use these valuable tools. Leadership Leadership involves influencing rather than ordering employees. Employees of Thomas Industries clearly lack motivational support for their employees according to the previously study conducted. Therefore, leadership skills should be enhanced via these training sessions to assist managers in motivating their employees in an effective manner. However, the most effective way to help a manager become a leader is through coaching and an executive model. 3. Provide Accountability and Rewards for Effective Rating Practices Conducting effective appraisals must be a key component to a manager’s job description and should also be a part of what all managers are held accountable for within their own performance appraisals. Top management should reward managers when they conduct effective appraisals because this process will positively impact the employees overall performance. BUDGET The proposed budget for designing and implementing this performance appraisal system is estimated to be $11,600. Please to Appendix B for budget specifics.
Consultants Human Resource Consultant :Dr. N. Cruncher (3 days of consultation * $360 daily rate) Legal Counsel to ensure compliance (8 hours of consultation @ $175/hour) $1,080.00 $1,040.00 Supplies Task 25 notes pads Writing utensils (Pens, Pencils, Highlighters) $125.00 $35.00 Meal and Refreshments Task Force Catered lunches for 21* 4 days @ $15 per person Refreshments (5th Day-orientation) $1,260.00 $100.00 Bindery Services Performance Appraisal Manuals (20 manuals * $15) Handouts $300.00 $300.00 Equipment Data System for formal appraisals and IT involvement Kiosks for employees (5 per location * 2 locations * $700 per kiosk) $16,000.00 $7,000.00 Budget $27,240.00 APPENDIX C – SAMPLE PERFORMANCE APPRAISAL