Monitoring Performance - Essay Example

It is important that each company will develop its own performance evaluation system. It is more useful if the evaluation system can be applied to every position in the company but should be expanded or enhanced at various levels of performance. In the United States Department of the Interior’s Performance Appraisal Handbook, the following are the important measures that should be met by the employees of the company. • QUALITY measures how good the employee performs his or her work or how accurate or precise the result of the product.

This measure includes appearance, effectiveness, and precision and also includes the error rates and the satisfaction it gives to the customers or clients. • QUANTITY concentrates how much work was produced by the employee. This measure includes the number of products or services achieved. • TIMELINESS tackles how quickly the employee was able to produce the product or service. The sooner the employee was able to finish his or her expected work, the more efficient he or she is as an employee.

COST-EFFECTIVENESS focuses on cost savings. This measure includes how the employee was able to contribute in maintaining or reducing the cost or expenditure of his or her unit or company. The performance standards include five (5) scale levels. The scale level shall include exceptional, superior, fully successful, minimally successful, and unsatisfactory employee. Exceptional employee demonstrates excellent performance, mastery of technical skills, systematic understanding of the mission and vision of the company.

This particular employee influences positively to the company’s practices, procedures, and adds significantly to organizational growth. The employee’s quality and quantity of work are outstanding. Superior employee exhibits good performance exceeding the expectations in critical areas and organizational goals and produces high quality and quantity of work with minimal supervision. This employee also illustrates broad understanding of the objectives of the job and is able to improve the quality of work and cost-effectiveness of the company.

Fully successful employee illustrates good performance which meets the goals of the company or the unit. The expected work or services are completed in a timely manner and successfully carries out the duties to get the job done. Minimally successful employee demonstrates performance which is deficient and requires improvement. The assignments are completed but needs improvement and this employee needs close supervision. This employee lacks awareness of policy implications and understanding of field of work.

Unsatisfactory employee has no or little contribution to the company. The quality and quantity of work are inadequate which fails to meet the objectives and requirements of the company. Our supervisor meets the requirement of a fully successful employee. The supervisor was able to meet the goals of the organization of the company. He finished his works in a timely manner and was able to work as a successful leader or supervisor. He showed professionalism in his job and able to handle his issues without affecting his work.

But he did not perform exceptionally to belong to a superior or exceptional employee. He only met his requirements without any extraordinary contribution to the organization or company. Reference: Performance Appraisal Handbook (370 DM 430). In U.S. Department of the Interior retrieved June 21, 2011 from http://www.doi.gov/hrm/guidance/370dm430hndbk.pdf