Original Date: 02/28/2000
Revision Date: 01/18/2007
Best Practice : Appraisal Teams
In October 1998, Crane Army Ammunition Activity implemented Appraisal Teams to change the employee rating system. A weekly evaluation meeting is held with all supervisors to discuss good and bad employee performance. The Appraisal Team meetings help supervisors recognize strengths of an employee and identify areas where an employee needs improvement.
Crane Army Ammunition Activity (CAAA) is constantly moving employees to different work sites and jobs within the employee's technical expertise. Previously, employees were given annual performance ratings by the supervisor they worked for most during the past 12-month rating period. This system had many problems and resulted in employees not receiving the rating they deserved. Some employees who did not perform well for most of the year, but did perform satisfactorily for the supervisor they worked for the longest, would receive a satisfactory rating even though the majority of their work did not deserve that high a rating. Employees who performed outstanding jobs most of the year, but were in a position the longest where they only performed satisfactorily, would receive a satisfactory rating. Management recognized that changes were needed to improve the appraisal process.
In October 1998, Appraisal Teams were implemented to change the rating system. A weekly evaluation meeting is held with all supervisors to discuss employee performance and is recorded on a form that is a part of the employee's appraisal record. This record is then used at the time of the official rating, so that employees are rated based on the entire year rather than a portion of the year.
The Appraisal Team meetings help supervisors recognize the strengths of an employee and identify areas where an employee needs improvement. The employees can receive training in weak areas or obtain counseling for poor work habits. The joint meeting of supervisors allows other supervisors to provide input and get to know the capabilities of the employees. The appraisals are fair since every supervisor has input into the employee's rating, and employees are satisfied that the rating is fair because it is a compilation of ratings from multiple supervisors. The supervisors feel more confident in the rating knowing that the other supervisors have agreed with the overall rating.
The Appraisal Team process has dispelled the notion that some employees receive high ratings because they are the supervisor's favorites, and that low ratings are the result of a supervisor’s dislike of an employee. The employees are confident that the new appraisal process is fair, and morale and work performance have shown improvement.
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