Hi everybody, I request your suggestions on deciding factors for 'Best employee of the year'. Would you please help me?
From Oman, Muscat
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From Oman, Muscat
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Hi,
The objective of having "Best Employee of The Year" is to select a model employee who will become a good example to employees in relation to the company's business ethic.
The award should be open to the focus group or a certain category and should have completed a certain number of years in service. You should decide. You should also decide on the review period, for example, 6 months or one year.
The criteria used are as follows:
1. Quality of work
2. Attendance
3. Attitude
4. Appearance
5. Cooperation
6. Responsibility
7. Reliability
8. Achievement
9. Discipline
10. Other significant factors
For each criterion, a point of 10 is given, therefore the total is 100 points. The factors for each criterion are then given. For example, Quality of work - 9~10 points means the work of the employee is constantly accurate, neat, and very thorough. Takes great care and effort to achieve excellent quality. For example, for Attitude - 3~4 means - Fairly a good attitude and if it is 7~8 - the employee sets significant and positive attitudes towards company superiors/colleagues.
Nominations should come from the employee's superior. The superior MUST monitor employee's performance every month for the above criteria. The superior should then select, say, for example, 20% of his/her department employees to be nominated for the award. The committee will then sit down and decide the best employee from all departments based on the above criteria and select the best employee.
Hopefully, this small contribution will help you.
Thank you
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3The objective of having "Best Employee of The Year" is to select a model employee who will become a good example to employees in relation to the company's business ethic.
The award should be open to the focus group or a certain category and should have completed a certain number of years in service. You should decide. You should also decide on the review period, for example, 6 months or one year.
The criteria used are as follows:
1. Quality of work
2. Attendance
3. Attitude
4. Appearance
5. Cooperation
6. Responsibility
7. Reliability
8. Achievement
9. Discipline
10. Other significant factors
For each criterion, a point of 10 is given, therefore the total is 100 points. The factors for each criterion are then given. For example, Quality of work - 9~10 points means the work of the employee is constantly accurate, neat, and very thorough. Takes great care and effort to achieve excellent quality. For example, for Attitude - 3~4 means - Fairly a good attitude and if it is 7~8 - the employee sets significant and positive attitudes towards company superiors/colleagues.
Nominations should come from the employee's superior. The superior MUST monitor employee's performance every month for the above criteria. The superior should then select, say, for example, 20% of his/her department employees to be nominated for the award. The committee will then sit down and decide the best employee from all departments based on the above criteria and select the best employee.
Hopefully, this small contribution will help you.
Thank you
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BEST EMPLOYEE OF THE YEAR CRITERIA
The criteria would vary with:
- organization structure
- organization policy
- organization objectives
- organization strategy
- nature of operation [trading/IT/ITES/SERVICE]
- nature of job functions
- ETC ETC
THE CRITERIA SHOULD BE:
- each criteria weighted, as the importance varies, which should add up to 100.
- each criteria rated out of 10.
- multiply each weightage by the rating.
- THEN, add the total.
EXAMPLE:
- criteria A weight 20 x rating 7 = 140
- criteria B weight 25 x rating 6 = 150
- criteria C weight 15 x rating 8 = 120
- criteria D weight 15 x rating 7 = 105
- criteria E weight 25 x rating 5 = 125
==========================
TOTAL 100 = 640
SCORE 640 / 1000
==========================
Award Criteria for staff/employees.
Any range of criteria could be used, depending on the organization/operation.
A Minimum of 7 to a Maximum of 10.
* length of employment
* quality of work output
* quantity of output
* involvement
* initiatives
* attendance
* employee relations with other staff
* innovative
* self-development
* outstanding achievements
* performance improvements
* timeliness
* effectiveness on the job
* efficiency on the job
* cooperation
* reliability
* dedication
* customer service
* exceptional service
* over/above the call of duty
* others/ etc etc
==========================================
Award Criteria for supervisors/first-line managers.
Fosters a work environment that promotes continuous communication amongst the workgroup.
Fosters commitment and team spirit.
Encourages feedback and suggestions regarding workplace issues, i.e. work projects and quality of life issues.
Provides opportunities for employee development and actively identifies potential areas for developmental opportunities.
Provides critical information technology and appropriate training to accomplish the workgroup's mission.
Models leadership behavior in exercising fairness in respect to the treatment of others.
Serves as an effective facilitator and problem-solver in dealing with workplace differences.
Coaches employees and provides timely feedback.
Recognizes accomplishments and rewards employees accordingly.
Creates an environment where people's differences are recognized and valued.
Adapts leadership styles to a variety of situations.
Models leadership behavior which provides direction to the workgroup, yet incorporates workgroup input into the decision-making process.
Flexibility - is open to change and new information; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles.
Demonstrates the ability to create a shared vision and promote wide ownership of that vision.
Fosters a results-driven environment and achieves this environment by exerting personal influence and inspiring others.
Practices inclusion.
Appreciates differences.
================================================== =============================
Regards,
LEO LINGHAM
From India, Mumbai
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The criteria would vary with:
- organization structure
- organization policy
- organization objectives
- organization strategy
- nature of operation [trading/IT/ITES/SERVICE]
- nature of job functions
- ETC ETC
THE CRITERIA SHOULD BE:
- each criteria weighted, as the importance varies, which should add up to 100.
- each criteria rated out of 10.
- multiply each weightage by the rating.
- THEN, add the total.
EXAMPLE:
- criteria A weight 20 x rating 7 = 140
- criteria B weight 25 x rating 6 = 150
- criteria C weight 15 x rating 8 = 120
- criteria D weight 15 x rating 7 = 105
- criteria E weight 25 x rating 5 = 125
==========================
TOTAL 100 = 640
SCORE 640 / 1000
==========================
Award Criteria for staff/employees.
Any range of criteria could be used, depending on the organization/operation.
A Minimum of 7 to a Maximum of 10.
* length of employment
* quality of work output
* quantity of output
* involvement
* initiatives
* attendance
* employee relations with other staff
* innovative
* self-development
* outstanding achievements
* performance improvements
* timeliness
* effectiveness on the job
* efficiency on the job
* cooperation
* reliability
* dedication
* customer service
* exceptional service
* over/above the call of duty
* others/ etc etc
==========================================
Award Criteria for supervisors/first-line managers.
Fosters a work environment that promotes continuous communication amongst the workgroup.
Fosters commitment and team spirit.
Encourages feedback and suggestions regarding workplace issues, i.e. work projects and quality of life issues.
Provides opportunities for employee development and actively identifies potential areas for developmental opportunities.
Provides critical information technology and appropriate training to accomplish the workgroup's mission.
Models leadership behavior in exercising fairness in respect to the treatment of others.
Serves as an effective facilitator and problem-solver in dealing with workplace differences.
Coaches employees and provides timely feedback.
Recognizes accomplishments and rewards employees accordingly.
Creates an environment where people's differences are recognized and valued.
Adapts leadership styles to a variety of situations.
Models leadership behavior which provides direction to the workgroup, yet incorporates workgroup input into the decision-making process.
Flexibility - is open to change and new information; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles.
Demonstrates the ability to create a shared vision and promote wide ownership of that vision.
Fosters a results-driven environment and achieves this environment by exerting personal influence and inspiring others.
Practices inclusion.
Appreciates differences.
================================================== =============================
Regards,
LEO LINGHAM
From India, Mumbai
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And, as my friend Leo will also tell you, be certain that there is absolutely no sign of the person being selected having been chosen as a political choice, or as a payback, from inside a company. Any hint of impropriety will trigger turmoil--exactly what you're trying to avoid.
When I was picked as "Best Boss" in 1999, there were comments from a variety of my contemporaries that the voting, in some way, had been "rigged". Naw. Unfortunately, it seems that frequently, there may be pretenders to the role who will create issues wherever possible--even with such a positive attempt. The way to avoid this is to publish the criteria ahead of time and be absolutely certain that all rating criteria are objective--not subjective, as Leo has outlined.
Alan
From United States, Bluff City
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When I was picked as "Best Boss" in 1999, there were comments from a variety of my contemporaries that the voting, in some way, had been "rigged". Naw. Unfortunately, it seems that frequently, there may be pretenders to the role who will create issues wherever possible--even with such a positive attempt. The way to avoid this is to publish the criteria ahead of time and be absolutely certain that all rating criteria are objective--not subjective, as Leo has outlined.
Alan
From United States, Bluff City
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Employee Performance Evaluation Form.pdf
Employee Performance Evaluation Form.doc