Performance Review

Dear Seniors,
We are start up IT firm.
We are in process to benchmark for all our activities one by one.
Right now we are benchmarking our performance management system.
For that we need to create one consolidated performance review sheet, which will give us an idea about the performance of all the employees over 2-3 months.
We are checking for programing, testing skills, team work, achievement, etc
Can you give me some points on how should I do it?
if anyone can provide some sample sheet that will also be very helpful.
thanks in advance.

Hi there,
this cite contains alot of performance appraisals and their systems please do use the search key and find this informtaion in this cite if you dont please do give us a shout. my mail is below
regards

Dear Sarang,
To be specific with IT company, you have to figure out KRAs of every employee and define their designation and role.
For e.g. the role of a software engineer will be of analysis, designing, coding, minimizing the errors, coding in an managed way and his involvement in Software Development Lifecycle etc for which you can consult the HODs. There will be different KRAs for different level of employee.
After defining KRAs, you can give weightage to each KRA's out of 10 and further you can do benchmarking for e.g. 9/10 for writing a code neatly.
For all this process you need to take the help of HOD.
Hope at least you can start with. For further clarification please revert at [Login to view]
Thanks
Rashee

Hi,
thanks for your inputs.
We have completed performance review for all employees. All peers rate each other for their skills on scale of 1-5.
Now we want a consolidated view of all employees to get the overall view.
To start with I have made a table.
Employee name Coding Testing teamwork
1
2
3
For every employee average score they received from peers is put in table.
But this is very basic. I need more inputs on how to put the the data in more meaningful format. which charts to draw? etc.
Please guide me on this.

Hi Sarang,
If you want to make your Performance Appraisal Format more specific then, like I said you should write down each employees KRAs first.
Untill you do not know what to measure then how would you measure.
First decide the KRAs then match Actual acheive KRAs with decided.
Now KRAs may be further bifurcated in Key Performanc Indicators like degree of efficiency in performing particular job assign.
For this you will have to take the help of the technical person.
Regards
Rashee