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No two employees are the same so evaluation and assessment of employees cannot have a set standard for all. However there are some common parameters which can be a part of the evaluation process. So keep your standard parameters ready. This is one part. The other part is not as mechanical as the set parameters. This is where your judgment comes in. You should be able to evaluate the employee by determining his/her contribution to the organisation based on the responsibilities assigned to the person.
To be fair to the employees, annual employee performance should not be limited to their evaluation once a year only. You should be constantly evaluating them periodically. This will help you get the ideal assessment of the employees and by doing so your self evaluation will also give you satisfaction of a job well done.
Unconscious Bias,That is no Manager shows international bias against employees based on race,gender,or even person style.
In my opinion, for annual evaluation, do some standards. for example, what has the employee done during this year? Is the performance of the employee improved or stable? (if not, you need to investegate). How were the attendance and excuses? something like those questions. Another suggestion, avoid sentiment. Also, in my opinion, avoid comparison among others because each individual has different skills and abilities.
by following strictly the regulation of staff management
Setting general standard that depends on employee given tasks.
Performance appraisal is always subjective, but we can standarize it to some extent in order to be fair
Having a good evaluation system is not always available! For myself who had experienced both Academic and Administrations work, The best way for annual performance should be designed as fair, as clear, as logical as students’ Academic performance.
Main Tools for having fair evaluation:
1- "Rubrics" That is; a detailed table "set of instructions or rules” for each task assigned to an employee. each level of performance is aligned to level of points. the evaluation should be done regularly "every month, could be weeks".
2- "Online Appraisal Form" should be available for extraordinary works and for fatal mistakes. An immediate log by the supervisor with plus/minus points should be entered to the online form. Total grades will be of course adding/decreasing the total points comes from the total grades of Rubrics.
We have to set a clear and limited logframe and KPIs for each employee inoder to be able to evaluate your emplyees performance not only in an annual base but also you can do that in a monthly base if you wish. this would definitely help you avoiding a common mistakes in evaluating annual emplyee performance.
do not compare the performance of two employee
Let the employee evaluate him/her self, then sit and discuss with them on each evaluation point from both point of views to avoid any mistake or unfair evaluation result.
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