This practice is in order to achieve fair, objective and transparent employee appraisals.
The combination of self, peer and senior appraisals results in a more objective and empowering practice of performance appraisals. It is important that everyone very clearly understands how their performance is measured, (by doing a self appraisal (EA1 and EA2)in the beginning of the year) they have looked at themselves and can discuss their results in a meaningful and knowledgeable way, they can compare their self appraisal with the senior appraisal, they can identify and understand where they may improve, which then directly relates to higher mark and incentive payout. The second part of the self appraisal (EA4) is a few questions on her accomplishments, what she would like to do better and how we can help ie training etc. this feedback gives us a point of reference on where this employee is and what she may need, and what her attitude is.
Peer Appraisals (EA5) are anonymous, every employee does a peer appraisal on two of her colleagues. One is allocated, or drawn from a hat, and the second one she may choose. The appraisals stay within a shift, or group that work together regularly and from most jnr to snr employee all are involved. This is balanced with a Senior Appraisal at a ratio of 50% and the mark is plotted on the 9Grid.
August and November are Senior Appraisals.
There is also a section in the appraisal that directly measures project participation and training results. Here they can also actively work on increasing their points.
There is a summary for each employee that has an overview of the whole year, with a section for training completed and counselling or disciplinaries.
