A system that has been installed with remarkable success in organizations of all sizes and types, including: Aircraft Firms, City Governments, Metal Trades Firms, Airports, County Governments, Housing Authorities, Insurance Companies, Libraries, Steel Companies, Theme Parks, Museums, Newspapers, Colleges and Universities, Legal Agencies, State Governments, Financial Institutions, Electronics Firms, Medical Clinics, Printing Companies, Public Service Agencies, Public Utilities, Zoos, Recreation Commissions, Hospitals, Law Enforcement Agencies, Eleemosynary Agencies, School Districts, Engineering Firms, Professional Associations, Textile Firms, Trucking Companies, Recycling Companies, Marketing Organizations, Entertainment Services, and Paper Products Companies.
A UNIVERSAL PERFORMANCE APPRAISAL SYSTEM
The Archer Expectancy Factor Performance Appraisal System provides the client with a valid and reliable performance appraisal system wherein every mployee’s performance will be appraised against a common set of performance factors. These factors include:
Twelve universal performance factors for non-supervisory employees: know-how, output, quality, initiative, enthusiasm, judgment, cooperation, attendance, relationships, coordination, and safety.
Twenty-two universal performance factors for supervisory employees: know-how, output, quality, initiative, enthusiasm, judgment, cooperation, attendance, relationships, coordination, safety, reliability, planning, organizing, staffing, leading, controlling, delegating, decision making, creativity, employee relations, policy implementation, and policy formulation.
Twenty-two universal performance factors for professional (non-supervisory) employees: know-how, output, quality, initiative, enthusiasm, judgment, cooperation, attendance, relationships, coordination, safety, reliability, planning, organizing, administering, influencing, controlling, facilitating, decision making, creativity, user relations, policy implementation and policy formulation.
Note: Each of the universal appraisal factors listed above has three elements associated with it. For example, the factor “attendance” has three elements, each of which must be addressed if the factor is to be objectively appraised: 1) coming to work, 2) coming to work on time, and 3) staying on the job while at work. As an additional example, the three elements for the factor “know-how” are: 1) technical knowledge, 2) interpersonal knowledge, and 3) conceptual knowledge. In addition, each appraisal factor will have a weighting value associated with it based upon its relative importance to all the other factors.
TRAINING MANUAL: A step-by-step Expectancy Factor Performance Appraisal Training Manual provided to every supervisor and manager in your organization.
TRAINING SESSIONS: A series of Performance Appraisal Training Sessions delivered to designated employees, supervisors and managers in your organization.
APPRAISAL INSTRUMENTS: A set of three Performance Appraisal Instruments using universal factor prepared for your organization. One is for appraising supervisory employees, a second is for appraising professional employees and a third is for appraising non-supervisory employees.
PERFORMANCE FACTOR WEIGHTS: A set of Factor Weights prepared for each department in your organization in accordance with the individual performance factors associated with each of the three specialized instruments.
PAY INCREASE SOFTWARE: An Automated Pay Increase Distribution Software Program that distributes pay increases in your organization on the basis of performance.
ABUSE PREVENTION CONTROL: A set of five Performance Appraisal Abuse Prevention Control Procedures provided to your organization that will minimize overrating and underrating tendencies and problems.