Stephanie Lyster - 199 Pre-Written Employee Performance Appraisals: The Complete Guide to Successful Employee Evaluations and Documentation

The Complete Guide to Successful Employee
Evaluations and Documentation

Stephanie Lyster

Anne Arthur

199 PRE-WRITTEN EMPLOYEE PERFORMANCE APPRAISALS: The Complete Guide to Successful Employee Evaluations and Documentation

Copyright 2007 by Atlantic Publishing Group, Inc.
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No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without the prior written permission of the Publisher. Requests to the Publisher for permission should be sent to Atlantic Publishing Group, Inc., 1210 SW 23rd Place, Ocala, Florida 34474.

ISBN-13: 978-0-910627-76-4 ISBN-10: 0-910627-76-2

Library of Congress Cataloging-in-Publication Data

Lyster, Stephanie.

199 pre-written employee performance appraisals : the complete guide to
successful employee evaluations and documentation ; with CD-Rom / Stephanie
Lyster & Antigone Eteoklis Arthur (Anne Arthur).

p. cm.

Includes bibliographical references and index.

ISBN-13: 978-0-910627-76-4 (alk. paper) ISBN-10: 0-910627-76-2

1. Employees--Rating of. I. Arthur, Antigone Eteoklis, 1974- II. Title.

III. Title: One hundred ninety-nine pre-written employee performance appraisals.

HF5549.5.R3L96 2006

658.3125--dc22

2006018670

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As organizations have become more diverse and work forces have expanded across the globe, organizations need to seek out ways to recruit, retain, and motivate its human capital in order to maintain a competitive advantage. Human resource professionals are now being asked how they can add to the bottom line and enable the organization to achieve its goals through its human capital. One of the most advantageous tools human resources can implement to increase an organizations competitive advantage is a performance appraisal process.

Unfortunately, many performance appraisal processes are ineffective, and managers view them as time-consumingjust more busy work assigned by human resources. It is perceived as a time when they have to speak to their subordinates about unpleasant topics, and they do whatever is possible to avoid hurting someones feelings by sugar-coating performance issues. Management also believes a performance appraisal process to be one point in time and not a continual process of coaching, counseling, training, developing, and communicating throughout the year. These perceptions create many problems for the organization and can produce an unproductive work force diminishing the overall profitability of the organization.

So what can you do to ensure your performance appraisal process is effective? How can you ensure greater productivity and profitability for the organization? 199 Pre-written Employee Performance Appraisals: The Complete Guide To Successful Employee Evaluations and Documentation provides the strategic outlook required for designing, implementing, training, and maintaining the performance appraisal process. Performance appraisals are not a means for determining how much of a raise to give an employee. Instead, performance appraisals should identify further training and development needs, promotional candidates, quality and productivity achieved, and recruitment and forecasting needs.

The data provided by accurate and high quality performance appraisals can be used throughout organizations to increase retention, productivity, and morale, as well as enable organizations to handle change more efficiently. Thus, implementing an effective performance appraisal process will benefit managers and actually take up less of their time, benefit employees through consistent feedback and on-going learning opportunities, and benefit the organization through achieved goals and increased profitability. Organizations can only improve with an effective performance appraisal process and can increase their competitive advantage by investing in their human capital on a daily basis.

Denise S. Starcher, MBA, SPHR
Vice President, Human Resources
Enterpulse, Inc.
Decatur, GA

CHAPTER ONE
INTRODUCTION

CHAPTER TWO
PERFORMANCE APPRAISALS DEFINED

CHAPTER THREE
TYPES OF PERFORMANCE APPRAISALS

CHAPTER FOUR
PERFORMANCE APPRAISAL TOOLS

CHAPTER FIVE
PERFORMANCE EVALUATIONS AND EXECUTION

CHAPTER SIX
PERFORMANCE SKILLS TO EVALUATE

CHAPTER SEVEN
TRENDS AND DEVELOPMENTS IN HUMAN RESOURCES/PERFORMANCE APPRAISALS

CHAPTER EIGHT
DISADVANTAGES OF PERFORMANCE APPRAISALS

CHAPTER NINE
COACHING EMPLOYEES

CHAPTER TEN
SPECIAL CIRCUMSTANCE
PERFORMANCE APPRAISALS

CHAPTER ELEVEN
IMPLEMENTING AN EFFECTIVE
PERFORMANCE APPRAISAL PROCESS

CHAPTER TWELVE
THE CONCLUSION: ACHIEVING QUALITY, MOTIVATION, AND EXCELLENT EMPLOYEE RELATIONS

The reason most people never reach their goals is that they dont define them, or ever seriously consider them as believable or achievable. Winners can tell you where they are going, what they plan to do along the way, and who will be sharing the adventure with them.

Denis Watley

Welcome to 199 Pre-Written Employee Performance Appraisals: The Complete Guide to Successful Employee Evaluations and Documentation. There are dozens of employee evaluation guides on the market today. So why select this one, right?

We created 199 Pre-Written Employee Performance Appraisals for novices and experienced managers alike. Whether youre preparing to conduct your first performance review or youre an experienced manager looking to redesign your organizations performance evaluation process, youll find the tips and information here to satisfy your every need.

The information contained in this guide comes from experienced human resources professionals with significant experience in the public and private sectors. It is applicable to your organization, small or large, regardless of your industry or organizational focus.