Performance Management Interview Paper

I interviewed Sarah, a friend that works in administration for a University in Florida. Their performance management process includes performance planning, daily coaching and feedback, quarterly reviews, and annual performance reviews. The HR department developed SMART performance standards, expectations, and goals. These are specific, measurable, action-oriented, reachable, and time-bounded goals. SMART goals are essential in successfully evaluating performance.

Annual appraisal forms are used to gather the performance information. The appraisal form uses a three-point rating scale to measure the goals and objectives. A five-point rating scale measures performance indicators like communication skills, analytical skills, and many other skills. The SMART goals for the next evaluation are also built into this form. The quarterly performance annual review collects performance information using a four-point rating scale that measures the progress of each goal. Performance information is also gathered from the self-assessment form. Employees rate themselves on their strengths and improvement of weaknesses, work relationships, and career interests (“Performance Management,” n.d.).

The appraisal forms are an appropriate method to collect the performance

The appraisal forms list the university’s purpose statement, mission, vision, values, and goals, and the employee is evaluated on SMART goals that tie into this. If done well, another strength of performance appraisals is that they provide accurate, sincere, and impartial feedback to employees, and this strengthens the relationship between employees and supervisors (Towne, 2006). According to Aguinis, (2013). Appraisal forms are also effective when they are simple, relevant, descriptive, adaptable, thorough, clearly defined, communicated, and address the past and future performance