Performance Appraisal System (PAS)
Standard Appraisal Cycle
- At the beginning of each year, employees and their supervisors set performance and development objectives for the year ahead. In an iterative process, they work together to align the employee's development path (set out during the IEDF process) with the business goals of their organization.
- Working from IEDF data packages, and from skills inventories and position descriptions, supervisors focus in on five critical job-specific skills against which the employee's performance will be evaluated.
- Two objectives from the IEDF development plan are also carried over into the PAS evaluation process, as are the "Seven Generic Skills" referred to in IEDF.
Measuring Performance
At mid-year and year's end, supervisors evaluate each employee's progress toward meeting agreed-upon objectives and rate the employee's performance on job-specific and generic skills, using a five-point rating scale.
Weight Factors Used
All objectives are not of equal importance
The PAS process employs weighting factors to differentiate among objectives, based on importance, level of difficulty or amount of time required to accomplish the objective.
Core & Unique Skills
Seven core, generic skills have been identified as basic leadership factors for the entire organization All or some of these skills may be applied to a given employee’s PAS assessment. Employee and supervisor discuss each performance issue. Employees may choose to accept or disagree with the ratings, and note their concerns in writing.
IEDF & PAS -- WHAT DOES IT ALL MEAN?
An individual employee's performance and developmental preparation are key factors in salary increase (merit plan) and promotional decisions. As a pay-management objective, over time, employees with greater contribution and superior performance should be paid a higher salary than their peers. Likewise, individuals with superior performance and high level of preparation should also be recognized with above-average promotional opportunities.
IEDF helps our workforce develop the right skills and preparation to succeed. PAS helps to ensure that merit increases and promotions are awarded fairly. Both processes are fundamental to our making effective use of critical human resources.