PEI’s Performance Appraisal Systems are legally
defensible, specific to the agency and easy to use and understand.
AGENCY-SPECIFIC
PERFORMANCE APPRAISAL SYSTEMS
Based on a comprehensive
Job Analysis Study, the Performance Appraisal Systems developed
by PEI are specific to each agency and accurately define the standards
of performance against which employees are to be evaluated.
 PEI’s
Performance Appraisal Systems:
- Provide
employees with a clear understanding of what is expected of them
- Provide
employees with feedback and direction on how to improve performance
- Focus
on results -- the process used and what was actually accomplished
- Focus
on behaviors -- how and why the results were or were not achieved
- Emphasizes
planning and seeing plans through to completion
- Encourages
the development of employees’ strong points and areas of
improvement relative to quality and quantity of work
- Promotes
constructive communications between supervisors and subordinates
| “We
are very pleased
with the performance appraisal system developed by PEI for our
agency. The way the appraisal system is structured is most conducive
to the agency utilizing it, because it is based
on the job description for that position. Therefore,
management gets a true evaluation
of a person’s performance. There should never be a blanket
performance evaluation for all positions, even though some tasks
might be the same. It would not be fair to evaluate an administrative
assistance using the criteria for a dispatcher and vice versa.” |
Lynn
Wright, Calhoun County 9-1-1, AL
|
| “The
agency has an excellent
Performance Evaluation System, developed in cooperation with
Profile Evaluations, Inc. The program defines measurement definition,
procedures for the use of the form and rater responsibilities.” |
Excerpt
from a CALEA Onsite Assessment Report for Southwest Central
Dispatch, IL |
BENEFITS
- Ensures
the performance appraisal system and standards used by the agency
are based on a sound, well-documented foundation.
- Combines
the best features of goal-setting procedures, critical incident
methods and behavior-based appraisals.
- Legally
defensible - Provides a clear and demonstrable correlation
with the essential requirements of the job.
- Specific
to the agency -- not generic requirements which
may or may not be applicable to the position(s).
WHAT YOU RECEIVE
- A
fully-detailed Technical Report containing full
documentation of the procedures, participants and results of the
Performance Appraisal System development
- Performance
Standards for each position.
- The
Performance Standards define each key element of the position
and provide behavioral examples of what constitutes above-average,
average and below-average performance. The Performance Standards
provide the framework for all performance ratings and assist
in ensuring performance ratings are fair, impartial and job-related.
- Performance
Appraisal and Development Forms for each position.
The Performance Appraisal and Development Forms:
- Define
the key elements of the position
- Are
easy to use and understand
- Encourage
positive, productive feedback, counseling and development
of employees.
- Supervisor's
Instruction Guides
- A
comprehensive manual providing step-by-step instructions for
completing the Performance Appraisal and Development Form
and conducting the performance appraisal interview with the
employee
- Also
available, a comprehensive one-day training session
for supervisors on understanding and applying the Performance
Appraisal System and Performance Standards.
Click here to Request More Information
E-mail PEI at info@pei-911.com
Or Call Toll-free 877-239-3597
|
