SUPERVISORS PERFORMANCE EVALUATION PROCESS
To effectively evaluate the performance of personnel on whatever positions they upheld, Managers and Supervisors have a documentary basis about employees including their overall performance to the company. Generally speaking there are many things to consider so that the evaluation process may have given the full potentials and effectively implement such task in fairness to such employees. The evaluation process should help them to track down the values and employees personality traits and qualification upon hiring or upon promotion and overall criterion that an employee may possess.
This evaluation should reflect the honest and comprehensive performance of not one part advantage but the whole personality of an employee so that they will be given the necessary promotion or demotion accordingly. Personal prejudice and biases or favoritism is an error in this task. This evaluation process should be done on a regular basis or according to the companies needs that may arise. In the Supervisors evaluation sheet should include a simple instruction, rating scale, comments and suggestions for particular employees and with respect to confidentiality of the results. Again according to the position but the following guidelines should give you an idea of how Supervisors and Managers can efficiently perform such evaluation.
1. The evaluation sheet should include the company heading for authenticity, name of the evaluator and date of evaluation.
2. The process or objectives of the evaluation. So that Supervisor can easily identify and clearly define the purpose of evaluation.
3. The rating scale should be also included so as we can have a pattern about how we can evaluate for the purpose of standing. This scale is usually a grade of one to five or an ABC. It also includes the rating of how poor, satisfactory, fair and excellent an employee has been. This should be clearly stated upon evaluation.
4. A basis or specific criteria depending on the position or evaluation objectives which may include; the Employees Initiative to perform, Cultural Relationship, Communication process, Teamwork and Cooperation, Technical Knowledge, Work Ethics, Decision making, Planning, Organization, Dependability, Problem solving, Attitude, Moral Values, etc.
5. Final evaluation, Comments and Suggestions if needed and the Signature of evaluator which is a very important piece of the evaluation sheet authenticity.
6. All these and more should be included in the evaluation sheet performance.
After the evaluation of employee the Supervisor and Human Resource Management should work hand in hand to analyze the consideration of such employees. And after such process it is in their discretion if they will allow the employees to see the result of their particular evaluation. Most companies big and small have done this process for appraising their employees. This process is done mainly because it provides an advantage to the company to motivate their employee to work more efficiently during the process. Basically it is the Supervisor who makes the evaluation for their employees while it is the Manager who evaluates the Supervisor.
Sometimes the process of employee’s evaluation can be done upon hiring employees; Human Resource Managers takes advantage of the process to simply evaluate people even before they are hired. While some Supervisors have a deeper objectives upon evaluation such as tracing the employees contribution to the company and how they can contribute more in the next few years. Some Management may even go as far as personal participation of interview and actual testing of employees.
In some company’s who are critical in their evaluation would put their employees on training or some sort of initiation just to test the performance and loyalty of such employees. This kind of evaluation is somehow hindering the fraternal rights of employees. In some company especially in Sales their evaluation is simply based upon the numbers the Salesman have been providing as long as the Salesman performs well in figure this is the primary factor of their promotion. In an organization such as the military the promotion can be on the spot or within the operation. While some have more restriction of evaluation that includes their character more than performance.
You may ask why some employees last ten years on their company without promotion. Most probably it is their conduct or their Educational attainment that has been the reason for their stagnant at work. As you can see there are many forms of evaluation process depending on your company or organization or company where you belong. My advice is that to be able to get the full advantage of your performance wherever you represent, you need to master your skills and comply with the rules and regulation that your company may upheld, this guarantees more than promotion but job satisfaction that you deserved.
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