Yes. Although the training for employees does not have to be nearly as long or as detailed as the training provided managers (mainly because the skills required by the recipient of a performance appraisal are quite different from the skills required by an appraiser), it’s a good idea to hold a training or orientation program for all employees to introduce the new system.
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Sixty to ninety minutes is an appropriate amount of time to set for an employee overview of a new performance appraisal program. In addition to the orientation presentation, however, it’s a good idea to give everyone copies of the new forms, copies of the administrative guidelines and procedures, and perhaps a set of frequently asked questions about the new system and its design.
- At the end of an effective employee orientation program, each nonsupervisory employee of the organization should:
- Understand the reasons why the organization decided to develop a new performance management system
- Understand all of the elements of the form (e.g., organizational core competencies, job family competencies, key job responsibilities, goals, rating scales)
- Understand the specific benefits that a new performance management system will provide to him or her personally
- Understand how this program operationalizes the organization’s mission statement and/or vision and values
- Understand his or her individual responsibilities in each phase of the performance management system
- Understand, accept, and enthusiastically support the focus on performance excellence encouraged by the program