Performance Management Effectiveness Index

Last Updated on February 12, 2020

Fro any organization, the Performance Management exercises are very critical – not only does it enable the organization to have validation & feasibility of achieve-ability with respect to overall strategy, but equally helps in identifying key capability & readiness gaps required to cross the finishing line. And hence, just like any robust data collection practice, it’s important to design & model Performance Management (right from Goal Setting to Measurement, to Validation, Course Correction etc) with respect to quality, validity, reliability, & objectivity of data collected over end to end of exercise.

Take the Performance Management Effectiveness Index to ascertain & benchmark your internal PMS process, address the gaps & improve capability maturity of PMS – at a Practice, process, Relevance & outcome level

Know Your Organization's Performance Evaluation Effectiveness Index

Managers are held accountable for doing effective appraisals *

Employees know how their performance impacts the organization *

The employees believe the system is fair *

Managers view the appraisal as a valuable management tool *

Ratings are accurate and reflect actual performance in an objective way *

Managers treat the process as on-going versus once/twice/quarterly a year *

Performance Appraisal meetings are meaningful and productive *

Ratings are based on actual performance and not on personal opinions *

The system is designed for input from all levels in the organization. *

The system measures the right things *

The system measures both the results and how they are achieved *

The system is legally defensible *

Employees know what is expected of them at all times *

Performance Standards are consistent across the organization *

There is an appeals process in place if the employee disagrees with the appraisal *

High levels of performance are recognized and rewarded *

Goal Alignment exercises are undertaken, to ensure that Functional, Unit, Team & Individual Goals are aligned with overall the overall north star metric of the organization *

Managers are timely in doing appraisals *

Performance problems are dealt with quickly and consistently *

Training in conducting effective evaluations is provided to appraisers *

Training in the performance appraisal process is provided to employees *

Performance Measures are defined objectively, backed by validated data points *

The system focuses extensively on developmental opportunities *

Performers who need improvement are given developmental opportunities *

Managers are rated on how well they do appraisals *

Evaluation states what the employee “should be” doing versus “not” doing *

Rating Bands are defined objectively, with defined thresholds for each level *

Name *

Email Address *

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Your Role *

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Performance Management Effectiveness Index

Improve engagement to unlock growth, profitability & go the extra mile

Deploy High Performance Human Capital Practices to Improve overall Performance, Capability & Competence

Driving Data Effectiveness for Critical Decisions

Build High Performance Teams to drive competitive advantage

Improve Organizational Effectiveness for effective Strategy Execution, High Growth & Change Management

Align Human Capital with Business Strategy

Know Your Organization's Performance Evaluation Effectiveness Index

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