1.12.2 Elements of the Performance Evaluation System
A performance evaluation system is composed of three main stages that generally take place over a period of a year:
(1) Performance planning
The performance planning stage enables employees and supervisors to come to an agreement on what is to be accomplished during the year and how it will be carried out. The following procedures and tools are used to facilitate this stage:
a) Job description or list of duties
Each employee must have an up-to-date job description defining the purpose of the work and the responsibilities involved.
b) Setting of objectives
For each key responsibility associated with a position, at least one objective should be established for a particular period. The objectives should be clear and quantifiable, and the assessment criteria should be mentioned.
c) Individual action plan
The individual action plan is a planning tool used to specify the steps to be taken to achieve the objectives set beforehand. The action plan should be prepared jointly with the immediate supervisor. It may also involve new initiatives facilitating improved productivity or personal capacity development.
(2) Performance Monitoring and Management
Staff performance and productivity should be managed on an on-going basis throughout the year. The following elements, among others, are involved:
a) On-going Supervision
This means taking the time to observe, examine sources of difficulty and seek solutions.
b) Regular Communication
This involves regular exchanges so that employees can receive feedback about their performance and receive the necessary supervision.
c) Periodic Evaluation
This involves formal, scheduled meetings between an employee and supervisor to discuss activities carried out, end results and the adjustment of the action plan and objectives, if necessary. A minimum of one meeting every six months is suggested to ensure satisfactory results.
Pages:
1. General Personnel Policy (also Human Resource Policy)
(1). Purpose and Categories of Personnel…..
(2). Volunteers and Personnel Recruitment…..
(3). Appointment Letter and Staff Orientation at the NGO…..
(4). Employee Salary Benefits in NGOs…..
(5). Travel Rules & Regulations at NGO…..
(6). Holidays and Leave in NGOs…..
(7). Employee Termination Rules in NGOs…..
(8). Conflict Management Policy in NGOs…..
(9). Settling Grievance Policy in NGOs…..
(10). Peformance Evaluation System Policy for NGOs…..
(11). Policy for Annual Performance Evaluation at NGOs
2. Communications Policy
3. Computer Policy
4. Procurement Policy
5. Fixed Assets Policy
6. Finance Policy
1. Purpose and Categories of Personnel…..
2. Volunteers and Personnel Recruitment…..
3. Appointment Letter and Staff Orientation at the NGO…..
4. Employee Salary Benefits in NGOs…..
5. Travel Rules & Regulations at NGO…..
6. Holidays and Leave in NGOs…..
7. Employee Termination Rules in NGOs…..
8. Conflict Management Policy in NGOs…..
9. Settling Grievance Policy in NGOs…..
10. Peformance Evaluation System Policy for NGOs…..
11. Policy for Annual Performance Evaluation at NGOs
2. Communications Policy
3. Computer Policy
4. Procurement Policy
5. Fixed Assets Policy
6. Finance Policy
