QUESTIONS # 1

First I would like to define Performance Appraisal System; a performance appraisal is a regular
review of an employee's job performance and overall contribution to a company. Also known as
an annual review, performance review or evaluation, or employee appraisal, a performance
appraisal evaluates an employee’s skills, achievements, and growth--or lack thereof.

Companies use performance appraisals to give employees big-picture feedback on their work and
to justify pay increases and bonuses, as well as termination decisions. They can be conducted at
any given time but tend to be annual, semi-annual, or quarterly, An appraisal system will
evaluate an employee’s performance against a list of set objectives and will identify the strengths
and weaknesses of employees.

Performance appraisals are comprised of preset standards which are used to measure employees’
work behavior and the results are provided as feedback for the employee. An appraisal system
helps employers with the decision-making process involved in employee promotion and
compensation, or perhaps in an unfortunate situation, termination. A performance appraisal
system falls under the umbrella of performance management software and these platforms are
typically used in conjunction with each other.

I already mentioned in the above performance appraisal system is evaluation of employees job
performance and there contribution to the company, so performance appraisal system of the civil
service in Cyprus have to change the bureaucratic system of the structure so the structure must be redesigned

Performance Appraisal is the systematic evaluation of the performance of employees and to understand
the abilities of a person for further growth and development, so the performance and abilities and also
willingness of employees in Civil Service have to Improve and grow.

Performance appraisal is generally done in systematic ways which are as follows: • The supervisors
measure the pay of employees and compare it with targets and plans. • The supervisor analyses the
factors behind work performances of employees. • The employers are in position to guide the
employees for a better performance.

Objectives of Performance Appraisal Employee Organization measuring the efficiency maintaining

QUESTIONS # 2

Employee appraisal processes are not just about monitoring employees’ strengths and
weaknesses. It’s also more than about judging whether one is a good performer or what
corrective actions to take to improve an employee’s performance.

Firstly, make sure you give your employees the opportunity to express what they want from their
career development.

Secondly, watch out for potential in your employees that needs to be encouraged. Many a time
they themselves might not see it yet. Motivating employees to perform at the optimum level
requires them to see the potential in themselves.

Management by objectives (MBO) is the appraisal method where managers and employees
together identify, plan, organize, and communicate objectives to focus on during a specific
appraisal period. After setting clear goals, managers and subordinates periodically discuss the
progress made to control and debate on the feasibility of achieving those set objectives.

This performance appraisal method is used to match the overarching organizational goals with
objectives of employees effectively while validating objectives using the SMART method to see
if the set objective is specific, measurable, achievable, realistic, and time-sensitive.

At the end of the review period (quarterly, half-yearly, or annual), employees are judged by their
results. Success is rewarded with promotion and a salary hike whereas failure is dealt with
transfer or further training. This process usually lays more stress on tangible goals and intangible
aspects like interpersonal skills, commitment, etc. are often brushed under the rug.
 360-degree feedback is a multidimensional performance appraisal method that evaluates an
employee using feedback collected from the employee’s circle of influence namely
managers, peers, customers, and direct reports. This method will not only eliminate bias in
performance reviews but also offer a clear understanding of an individual’s competence.

The civil service needs to operate more as a single organization. In the past each ministry had
its own implementing organizations, operational management units and inspectorates. In
recent years ministries have been working together more and more closely, and the civil
service now has shared service organizations for its operational management tasks.

QUESTIONS # 3

Implementation of the appraisal system

Discuss the basic principles of the appraisal system with key employees in your company. For
example, you can decide on the types of questions asked and how they are used – whether you
base them on the core values of your company or use questions that apply to specific positions.
Discussing the questions and evaluation as a team helps employees adjust to the appraisal system
and helps explain why it is necessary.

Prepare at least some specific appraisal questions with a larger number of managers. For
example you can prepare value-based questions and the main occupational group-based
questions.

Introduce the appraisal system’s technicalities and content. People like to know in advance
what is going to happen.

Conduct a smaller and simple (Team Spirit) appraisal to introduce the technicalities of the
system. It is an easy and fast method which gives people the opportunity to evaluate the technical
solutions used and you can also find out if everybody knows how to use it.

Use a test appraisal. While implementing the appraisal system, test appraisals can be conducted
before the actual appraisals. Employees will know in advance that these results are not taken into
consideration. It would be good to use a questionnaire where it is clear that it is a test appraisal –
it does not have to be too formal.

Implement the appraisal on the basis of function or division. This technique helps relieve
tensions connected with appraisals in the company. Those who have done the appraisal can talk
about it with their colleagues. Moreover, you will have time to complement and improve the
system.
Problems arising out of the implementation of the performance appraisal system

Lack of objectivity in performance appraisal. Regent University says one of the biggest appraisal
issues is employees' belief they're not evaluated fairly: Instead of being judged on performance,
employees worry they're judged by race, gender or how much they and the manager get along.
Forbes says as managers have different standards, what one manager considers exceptional
might get a barely adequate rating from a colleague.

Comparing an employee to their coworkers. Harvard Business Review says employees think
appraisals are inaccurate and unfair when they're compared to their colleagues rather than their
own past performance. Even when the supervisor ranks an employee above their coworkers, the
employee may still feel dissatisfied.

Performance reviews don't change anything. The Cut says maybe a third of appraisals improve
employee performance. Another third do worse, and the performance of the rest remains
constant.