Jean Morrow
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Performance Appraisal Scheduling
08-29-2007 / 5:32 pm #1
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Can anyone give me an idea of an effective way of tracking the timing and scheduling of PA's (when it is a certain employee's time for a PA)...idea or website?
Thank you in advance.
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Ajibabi Ojo
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Re: Performance Appraisal Scheduling
10-24-2007 / 10:31 am #2
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Hi CJM,
I'm not sure what you want exactly, but one way to track when an employee is due for an appraisal is by scheduling the next appraisal meeting at the point when you have the initial discussion with him/her to set KPAs & KPIs for the year.
In some organizations, there are periods (dates) dedicated to performance appraisals/reviews which are company-wide, i.e. a performance management calendar is drawn up at the beginning of a FY, and this is followed through on all aspects of the PM cycle.
Hope this helps.
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Chris Arringdale
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Re: Performance Appraisal Scheduling
10-12-2008 / 11:53 pm #3
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Hi CJM,
ReviewSNAP performance management system offers the tools that fit your needs. You will have the ability of creating custom review periods or anniversary review periods and our system will notify managers a month in advance as well as one week in advance of upcoming reviews. If you are interested in setting up a demo feel free to contact us at (800)516-5849 and we would be happy to set one up.
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Lorraine Suomi
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Re: Performance Appraisal Scheduling
12-23-2008 / 4:42 pm #4
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In a previous role it was my responsibility to track all of the performance appraisals for the coming year. I created an Excel spreadsheet showing due dates and coompletion dates of the appraisals. I would set reminders in Outlook so that I could remind the manager of upcoming appraisals. This system worked very smoothly.
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Debora M
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Re: Performance Appraisal Scheduling
08-01-2019 / 6:28 am #5
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Start the process by contacting each employee at least six weeks ahead of the proposed date. For example, if you want to have your review sessions with your employees in mid-December, contact each of your employees by November 1 to set up a mutually acceptable day and time for your one-on-one session.
When you and one of your employees have agreed on a date and time to meet, set up advance benchmark dates for that meeting to occur:
- Six weeks before the meeting (as soon as you’ve set up a date and time for the meeting)
- Five weeks before the meeting: Assemble all your performance data, notes, and documentation for the employee.
- Four weeks before the meeting: The employee returns her self-evaluation form to you. If you use 360-degree feedback, those forms are returned to you at this point as well.
- Two weeks before the meeting: Complete the review of your documentation, self-evaluation form, and 360-degree feedback.
- One week before the meeting: Complete the first draft of the employee’s evaluation. Review the recommended raise, if any.
- Three days before the meeting: Finalize the raise, if any.
- Two days before the meeting: Finish the final draft of the employee’s evaluation. Plan the agenda for the meeting.
Without planning ahead, you can easily let the time slide by. Then, all of a sudden, there are three days left and you haven’t even gathered all the information and documentation, let alone reviewed it and completed the evaluation materials. You can save yourself a lot of stress, and ensure that your performance appraisals are a success, by getting ready ahead of time.
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