Difference Between Two Appraisal

Performance Review

I have pasted the Performance Appraisal form above. This Performance Appraisal from will be used to evaluate employees every six months. Performance will be evaluated based on quality of work, quantity of work, safety, problem solving skills, employee initiatives, organizational skills, attendance and punctuality, dependability, communications skills, technical skills, employee teamwork and attitude, and leadership skills. This report will focus on the effective performance and management plan for InterClean employees. Through the evaluation of performance review process, employee will realize his or her present performance levels. Manager will listen to the employee and discuss possible areas that need to be work on in order to avoid performance degradations. This process will also assist employee to make improvements for better job performance. Also Career management plan is extremely important for the employee's future career growth and development. And the management career plan will assist employee to reach employees' desired career goals. So building and utilizing the performance and management program for employees will help the organization to reach its goals and objectives. The objective of career development is thus the professionalization of individuals and their personal wellbeing, as well as the prosperity of the organizations they are part of (Palade, 2010).

Feedback from each employee is very important. After carefully evaluating feedbacks

employees' needs for career developments and skill enhancements will be provided. Since this is new merge between InterClean and InviroTech, specific mentoring will be provided based o the new sales strategic goals. Both Manager and employee will communicate and share each others'

feedbacks on job related performance issue or improvements continuously. Follow-up on the feedbacks from both employee and manager will be expected to make sure that any concerns are evaluated properly. Constructive feedback of the evaluation results should be a continuous process so that the employee can more effectively contribute to the goal attainment of the organization (Quarles, 1983). Another purpose of the feedback for InterClean employees is to give them the opportunity for self-evaluation.

This performance review has the evaluation criteria that will collect individual skills and contribution to determine who has the higher level of performance. Besides technical skills, this process will also retain information on employees who has excellent interpersonal relationships. Based on the evaluation, any employee who lacks skills can be mentored by other higher performing employees. Higher performing employee will be given incentives and promotion so that InterClaen will not these employees either from the department or from the company as a whole.

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