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The Periodic Appraisal Strategy

The periodic appraisal strategy

You may sit down for a formal appraisal once a year, but in reality, you're always getting feedback on your job performance. When customers are pleased or unhappy, they're judging your competence. When colleagues support you or let you down, they're sending you a message. When your superiors acknowledge or ignore you, they're telling you how much you matter. You can use this feedback to continuously improve your performance.

Your annual performance appraisal should be only part of a performance appraisal system. In fact, performance appraisal is most effective when it's part of an ongoing exchange of performance-related information between you and your employer.

Traditionally, performance appraisal was a once-a-year meeting where employees were told where their performance was inadequate and what their targets for improvement were. But modern organizations are encouraging the concept of periodic performance appraisal – a continuous process that enables both employers and staff to make improvements on an ongoing basis.

The periodic performance appraisal strategy allows you to keep your performance and your career goals in your employer's line of sight. It creates awareness of your productivity, achievements, and promotability on a regular basis. Regular contact with your employer allows you to identify and correct performance issues as they come up, before your career path is adversely affected.

Your employer usually organizes and mandates your annual performance appraisal, and it's your employer's responsibility to schedule and carry it out. However, carrying out a periodic appraisal strategy is the employee's initiative. You'll need to let your employer know what you're planning to do, and solicit their support. Remember, this strategy is all about positive performance improvement. Your boss will feel connected to your strategy if you're clear about how supporting you links to organizational goals.

Implementing periodic appraisal

Typically, a periodic appraisal strategy is a month-to-month cycle that contains your annual appraisal, three quarterly appraisals, and eight monthly appraisals. This makes a total of twelve monthly components that are all important for documenting how you contribute to the organization, and how you're progressing toward your goals.

Twelve important documents are produced in a periodic appraisal strategy:

Your boss isn't going to see, hear, or sense everything that you do at work. Your quarterly appraisals are informal opportunities to present evidence of your performance gains and of your eligibility for promotion. You should document these meetings with factual assessments of your progress over the previous three months. Create a one-page summary of the meeting, with copies to the boss and your appraisal file.

The quarterly review offers a number of benefits:

In your quarterly meetings with your employer, you should discuss both what you've done over the past quarter, and what you need to succeed in the future. You can cover various topics:

Your monthly appraisal is also an important part of your periodic appraisal strategy. Monthly appraisals are written self-appraisals – they don't involve meeting with your employer.

At the end of the month, you document your achievements by writing a work summary based on goals and objectives set during your annual and quarterly appraisals. You might summarize new accomplishments, record progress toward your goals, and note any issues that have arisen or that you foresee. These summaries can be forwarded to your employer monthly, and also used to support your quarterly appraisal documents.

The periodic appraisal strategy is an efficient and effective way to turn performance review into an ongoing process and put your career on the fast track. It consists of twelve assessments – one annual appraisal, three quarterly appraisals, and eight monthly appraisals. These annual, quarterly, and monthly reports will increase your promotability by regularly highlighting your achievements, pinpointing the skills you need to build, and helping you maintain a healthy relationship with your boss.

Course: Managing Your Career: Leveraging the Performance Appraisal
Topic: Using the Periodic Appraisal Strategy