Part D: Develop a performance appraisal
Organisations assess different skills and abilities depending on the job and the organisation’s employee profile. Some typical areas for performance appraisal assessment are:
· Job knowledge
· Quality of work
Instructions
1. You are to use the sample template provided to develop a performance appraisal based on the competency-based job description you completed in Part C for a Reservations Sales Agent in your Wholesale travel company.
Your new employee who filled the Reservations Sales Agent position is Sarah Harrison. It is now three (3) months since Sarah commenced in this position and you are required to conduct a performance appraisal of her.
You consider that Sarah is well informed on all aspects of her duties as her job knowledge – both systems based and product knowledge is satisfactory. She is cooperative and always willing to assist her colleagues with her knowledge. However her quality of work is really not yet quite up to standard as she consistently makes common mistakes that could be avoided if she would apply more effort to check for accuracy and ensure neatness in her work.
The performance appraisal sample template for this task includes the two (2) typical areas for performance appraisal assessment listed above together with a performance rating-scale method. You must outline each area for assessment, by providing a brief description related to Sarah’s actual performance.
Performance appraisal sample template:
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PERFORMANCE APPRAISAL REPORT
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Employee:
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Date of employment:
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Department:
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Present job position:
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Manager/supervisor:
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Qualifications/experience:
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Rate performance along scale according to employee’s ability in each area.
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Job knowledge
Comments:
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0
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5
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10
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15
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20
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Gaps in knowledge of a critical nature
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Understands only routine aspects of job
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Is well informed on all aspects of job
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Has better than average knowledge of all aspects of job
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Superior understanding of job; very well informed
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· Quality of work
Comments:
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0
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5
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10
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15
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20
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Quality unsatisfactory
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Quality not quite up to standard
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Quality quite satisfactory
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Quality superior
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Quality exceptionally high
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2. During the performance appraisal you outline and discuss your suggestions with Sarah for improving her technique when it comes to producing a higher quality of work with greater accuracy. Why is it a good idea to consult with employees when it comes to performance appraisals?
