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Performance Appraisal is a Two-Way Street

September 23, 2015

By Russ Vickstrom, Director of HR (Retd), Worcester State University

Too often, organizations either ignore the process of performance appraisal or consider it to be an administrative task to be done “to” their employees as opposed to being done “with” their employees. To be effective, performance appraisals should be a collaborative process that is never ending as opposed to a yearly task that must be accomplished to satisfy some organizational or collectively bargained rule.

More than simply attesting to how things went last year, performance appraisals should be an ongoing discussion/evaluation not only of objectives met or tasks completed but also of performance improvement, future plans and skills development. There should be no surprises when the time comes to formalize the appraisal. Done correctly and as part of an ongoing process, both the manager responsible for conducting the evaluation and the employee being evaluated should be very close in how they see the overall picture of performance.

At the very least, world-class performance appraisals should include not only the evaluation by the manager but also one by those being evaluated. Some systems use narratives to describe the performance, others incorporate a numerical rating process while others may also include a weighting of factors based on relative importance. Some organizations use a 360 degree approach where subordinates evaluate their superiors and still others look to include customer or stakeholder feedback in the process.

Hirezon/Interview Exchange is a leader in the field of providing talent management software solutions for higher education today in a cost effective way. As each institution is different, Hirezon offers a custom and configurable approach to evaluation forms and processes to meet the needs of its clients. Metrics and weighting can be included along with self-evaluation and 360 degrees if desired. Electronic routing and record keeping is standard.

Effective performance appraisals inform management in the areas of professional development needs, both individually and organizationally, as well as in the area of overall talent management and succession planning.

View details about Hirezon’s HR software solutions for higher education:

TESTIMONIALS

Interview Exchange is a Talent Management Solution that genuinely solves problems. Organizing applicant pools using electronic folders is an intuitive and logical way to see what is going on with an applicant pool at a glance. Our Hiring Committee loves the COREquisites, email alerts, Outlook invitations and so many other functions of the system.

Western Kentucky University

Franklin & Marshall College’s Human Resources department has been using Interview Exchange since 2007, and we are quite satisfied with this product. It has enhanced our office’s efficiency and eliminated routine clerical work and data entry; the training provided and technical support have been great; and both hiring managers and applicants are easily able to use the system.

Franklin & Marshall College

Interview Exchange has been a welcomed improvement from our previous application processes. It has saved us a great amount of paper and has added to our efficiency. The ability to mass update applicants on the status of a position has been a great benefit by saving time and decreasing phone call inquiries from applicants. Our search committees are truly enjoying the user-friendly nature of the system as well…

Oakton Community College

At Greenfield Community College, we recognize technology is a powerful tool for change, innovation, and opportunity. But technology also can be very expensive.
In using the services of Interview Exchange, GCC satisfied both needs: technology and affordability.
With Interview Exchange, we have moved forward to bring into play a system that allowed us to streamline our hiring process and select the best possible candidates in a very effective and convenient way.

Greenfield Community College

The training provided by the Interview Exchange staff to get going with our on-line application system was tremendous and they continue to support us in a most accommodating manner.
The supervisors, hiring managers, and search committees also really like being able to access all applicants for the appropriate job posting from their computers, whether on campus or off campus.
It is a great product and we are extremely pleased with the Interview Exchange staff and the performance of the software.

Central College

Interview Exchange has made a significant positive impact on the search process at the University at Albany.
Our search committees are excited about the ability to now receive all resumes electronically, thus the “paperless search.” This conforms to the University’s “Go Green Initiative,” to reduce and eventually eliminate unnecessary paperwork…

SUNY – Albany

By implementing this system it has made our recruiting process more efficient, eliminating paper, and hiring excellent candidates.
It is a user friendly system that offers many features. No more worrying about resumes getting lost in the mail or via e-mail. The system tracks everything and screens candidates so that you can review your top candidates first.
We are very pleased with the system and look forward to using all the features.

Sacred Heart University

Interview Exchange has allowed Salve Regina University to move from an over burdensome full paper recruitment process, to a smooth, user friendly online system.
We are very pleased with the software’s capabilities and tech support. Our hiring managers are very pleased with the ease of use of the product and many applicants comment on how easy and efficient the system is to use.

Salve Regina University

The training and technical support have been outstanding and the ease of use has been noted by both hiring officials and applicants.
Thanks to Interview Exchange, AUC recruiting has become a nearly 100% paperless effort and the hours previously spent doing mundane clerical work are now being put to much better use.