“Key Result Areas” or KRAs refer to general areas of outputs or outcomes for which the department’s role is responsible.
Key Result Area in simple Terms may be defined as Primary responsibilities of an Individual, the core area which each person is accountable.
Others definition of performance appraisal
• 90 degree = one person review (self or another, the boss)
• 180 degree = two person review (self and boss/manager)
• 270 degree = three person review (self, boss, and peers or direct reports)
• 360 degree = four person review (self, boss, peers, and direct reports)
Importance
of KRAs.
• Set goals and objectives
• Prioritise their activities, and therefore improve their time/work management
• Make value-added decisions
• Clarify roles of department or individual
• Focus on results rather than activities
• Align their roles to the organization’s business or strategic plan
• Communicate their role’s purposes to others
• Prioritise their activities, and therefore improve their time/work management
• Make value-added decisions
• Clarify roles of department or individual
• Focus on results rather than activities
• Align their roles to the organization’s business or strategic plan
• Communicate their role’s purposes to others
Conditions of KRAs
• Key result areas (KRAs) capture
about 80% of the department’s work role. The remainders are usually devoted to
areas of shared responsibility.
• Each KRA should capture at least 5 % of work role
• Each KRA should capture at least 5 % of work role
1.
Quality of work
2.
Quantity of work3. Teamwork
4. Job knowledge
5.
Initiative
6.
Interpersonal relations
7.
Communications abilities
8.
Planning and organising 9. Problem analysis and decision making
10. Dependability
- Performance reviews are not about the forms. They are about the discussion and the shared understanding.
Whatever process you use to do performance reviews with your employees, you need to have it documented, shared and understood by your employees. - Forms are just to summarise the discussion and the outcomes.
Key Responsibility Areas
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Employee
Comments
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Manager Comments
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Achievement of said objectives within the time frame
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||
Productivity,
Quality of Work and Quantity of work
|
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Planning and
Organising
|
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Initiative
|
||
Team work /
Interpersonal relations
|
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Adhering to
decisions and implementation of management
|
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Updating your
Job knowledge , Skills– Technology management, Degree of technical competence
|
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Problem Analysis
and Decision making / Solving – Individually resolved or need help
|
||
Communication
within the team , with superiors and organization
|
||
Dependability
|
||
Additional
Responsibilities (If any)
|
RATING SCALES OF PERFORMANCE APPRAISAL FORM:
We can use scales as follows for this performance appraisal form.1. Unsatisfactory: Major improvements needed.
2. Needs Improvement: Less than Satisfactory, could be doing better.
3. Meets Expectations: Performing duties as directed with minimal Supervision.
4. Excellent: Performing all duties in a cost-effective manner with positive, measurable results.
5. Outstanding: Performing at a level above and beyond the duties of the current position’s requirements.
SSkills & Attributes
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Rating
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Result Orientation
|
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Planning & Organising
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Communication
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Leadership
|
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Decision Making
|
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Initiative
|
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Impact & Influence
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Suggested
development Plan
Areas of Development
|
Plan of action
|
Target date for Completion
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