Performance Appraisal is the subject most supervisors, managers, and HR Specialists avoid like plague. It seems as if all about forms, time frames, and limiting high ratings. Meanwhile, supervisors have to manage a conversation which centers on judging people’s value and talent. Government Personnel Services’ seminar Making Sense of Federal Performance Appraisals takes an approach to performance appraisals agencies won’t find elsewhere. Robbie focuses on using “critical elements” and “performance standards” as a personalized way of communicating expectations of excellence and improvement.
Typically, appraisals focus on weasel-worded generics. Expectations are couched in terms that mean little and influence no one. GPS shows supervisors and managers how they can tailor performance elements and standards to individuals in ways that encourage them to new and better work habits. Robbie believes that mediocre employees need to see and understand what they must do to become better, better to become best, and best to be challenged for years ahead. In this way, the time devoted to appraisals will be considered and investment.
The Code of Federal Regulations tells agencies that, “…performance standard may include, but is not limited to, quality, quantity, timeliness, and manner of performance.” GPS has found over decades that developing appraisal criteria using “manner of performance” as a guide can result in clearer communication, expectations that mean something, and (most of all) better individual performance in the coming year.
Feel free to contact Robbie for more information about the seminar Making Sense of Federal Performance Appraisals. This seminar is taught in a 2 or 3-day format. You can also request a course agenda and/or read some of his many articles on the subject by scanning the “Published Materials” page on this site. No other training on evaluations is like it and none offer specific, step-by-step approaches to writing sensible appraisal criteria.