Performance Appraisal Proposal
Performance Appraisal Proposal. The HR director approached the HR team requesting a reassessment of the current performance appraisal process and expectations. The HR director has broken the department into small groups and has asked each to research and propose a performance appraisal process to move forward with. Once the proposals are submitted, they will be reviewed by the HR director and company board.
choose 1 performance appraisal process (or create a new 1 based on a combination of several) to use for this proposal.
A summary of your overall performance appraisal process
The cadence and expectations
The benefits of your chosen performance appraisal process
Any anticipated challenges and how they will be overcome
A brief communication and implementation plan to roll this out to the organization The HR director approached the HR team requesting a reassessment of the current performance appraisal process and expectations. The HR director has broken the department into small groups and has asked each to research and propose a performance appraisal process to move forward with. Once the proposals are submitted, they will be reviewed by the HR director and company board.
choose 1 performance appraisal process (or create a new 1 based on a combination of several) to use for this proposal.
A summary of your overall performance appraisal process
The cadence and expectations
The benefits of your chosen performance appraisal process
Any anticipated challenges and how they will be overcome
A brief communication and implementation plan to roll this out to the organization
Performance Appraisal Proposal
ANSWER:
Our proposed performance appraisal process is a 360-degree feedback process.
Cadence: Annually, with mid-year check-ins for goal setting and progress tracking.
Expectations: Employees will receive feedback from their direct manager, peers, and direct reports to gain a well-rounded perspective on their performance. Employees will also self-evaluate and set goals for the next appraisal period.
Benefits: This process provides a more comprehensive view of an employee’s strengths and areas for improvement, allowing for targeted development and growth. It also promotes open and constructive communication within the organization.
Anticipated challenges: Ensuring employee participation and trust in the process, managing potential conflicts that may arise from feedback.
Implementation plan:
- Conduct training sessions for all managers and employees on the 360-degree feedback process, including how to give and receive feedback effectively.
- Communicate the process and expectations clearly to all employees.
- Roll out the process in phases, starting with pilot teams to identify any potential issues and make necessary adjustments.
- Continuously review and evaluate the process to ensure its effectiveness and make improvements as needed.
Overall, our proposed 360-degree feedback process will provide a comprehensive view of employee performance and promote development and growth within the organization.
