Sample of annual employee performance appraisal form What are the standards?

Sample of annual employee performance appraisal form What are the standards?

Assessing performance for employees with clear goals, such as salespeople who have to hit sales goals, is not as difficult as evaluating support staff whose job characteristics are not numerically measured. The company therefore had to find a way to measure results in different dimensions to combine them together. By this article, I would like to write a summary for the executives. The need to evaluate employees to promote the position or adjust the salary and bonuses that there are some standard numerical assessment methods in order to assess performance as close to reality as possible. whether it is beneficial to the employees themselves and to the organization as well If you're looking for a way to evaluate employees. We've gathered them together, let's have a look.

1. Estimated Estimation (Quantitative Review)

It's a straightforward valuation that is the numbers such as sales, profits, deliveries, etc. that the company sets for you and compares them to the numbers each employee can achieve. For example, you set employee sales at 50 million baht, employee A does. The result is 55 million baht, so the percentage is 110%, etc. This means that employee A has a higher estimation than the standard. So you can create simple measurement criteria as follows:

- >120% = Exceptional (very outstanding)

- >100-120% = Excellent

- 100% = Good

- >80%-100% = Acceptable (acceptable, but not as expected)

- <80% = Need to Improve

You can add conditions to get more total numbers such as profit, number of closed customers. the number of pieces delivered and thus the sales can be closed, etc.

2. Qualitative Review

It is an assessment of work that sometimes cannot be measured in numbers. Because it uses feelings and overall opinions in the assessment. You should allow the assessee to “Self-assessment” and compares your visual assessment. This is because it is very likely that the subject will assess themselves “over” or “understanding” from reality. If people overestimate what you see. You will be able to comment on how they look in your eyes. will be able to improve them But if they underestimate themselves You'll be giving them encouragement and reasons why they shouldn't underestimate themselves. An example of a qualitative assessment is as follows:

- Adapting and dealing with problems

- Creativity and Responsibility

- Agility and resolution of work

- thirst and ambition

- Helping colleagues to grow together

The scoring criterion can also be made as a quantitative % assessment.

3. Compensation after assessment

Once the qualitative and quantitative assessments are completed You can shape their future. The conditions can be created according to the needs of the organization. Which I have an example about compensation, starting from bonuses as follows:

- More than 120% = promote or have the opportunity to promote the position, bonus 2 months, salary increase more than 10%

- 100-120% = bonus 1.5 months, salary increase about 10%

- 100% = 1 month bonus, 7-9% salary increase

- 80-100% = bonus 0.5 months, salary increase 5%

- Less than 80% = no bonus, 2-4% salary increase or account for transfer

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