JSCS Appraisal System - Banking Performance Management
· Provides a consistent performance management process that defines, aligns and assigns objectives
· Assigns clearly defined role-based competencies with weighting/rating standards
· Provides a record Notes for informal communications– helping employees “stay on track”
· Provides analytic scores to identify high, average and low performers
· Helps managers create meaningful, clear reviews – plus coaching feedback for improvement
· In-depth Process Guide leads managers through every step of the review cycle
Aims of the Appraisal System
a. To obtain more objective assessment of staff’s performance against agreed standards.
b. To improve and maximize performance of staff via improved two way communication.
c. To provide a focus for objective feedback on staff’s future potential and expectations.
d. To identify areas for improvement and agree on improvement plans.
e. To identify training needs and make longer term development plans for staff.
Types of Appraisals
a. Executives
b. Staff Officers
c. Supervisors
d. Non Clericals
Or equivalent ranks in various structures.
The Appraisal Form
The Appraisal form is divided into several parts:-
1. Personal Details
2. Ability Assessment
3. Individual Objectives
4. Overall Rating
5. Targets for Coming Year
6. Development Issues and Training Needs
7. Appraiser’s Comments
8. Appraisee’s Comments
9. Countersigning Officer’s Comments
Systematic Integrated Evaluation
JSCS Appraisals entail adopting a systematic approach which is dependent on:
1. Reviewing of job descriptions of the appraisee
3. Reviewing job related criteria and the meaning of each factor being assessed.
4. Considering the priority (weighting) of each criteria.
5. Assessing each criterion, drawing actual examples to support ratings whenever possible, (especially for those with extreme ratings).
6. Referring to targets / objectives.
Only then the appraisee's overall performance rating should be determined.
Successful Appraisal Process
a. Preparation of SMART Goals & Measures.
b. Daily Monitoring of Performance and completing the ARENA accordingly.
c. Completing the Interim Performance Appraisal every quarter.
d. Conducting the appraisal interview after careful planning.
e. Agreeing on the assessment, otherwise referral to be made to the counter signing officer.
Summary
In Summary, our system passes through the following phases:-
a. Align Goals: Create, cascade and publish goals in alignment with overall organizational strategy.
b. Set Expectations: Reach mutual understanding and agreement on planned goals attainment and anticipated competency.
c. Develop competencies: Evaluate ongoing competency development progress and create specific plans to bridge competency gaps.
d. Monitor Performance: Review employee performance against goals and evaluate competency development.
d. Manage Talent: Allocate financial rewards including salary, bonuses and stock in recognizing performance.
