How does the new pay for performance system change the roles of supervisors and employees in the performance appraisal process?
The pay for performance system requires greater interaction between supervisors and employees. Under the CAPS, the employee, supervisor, and pay pool manager are involved in the development of the performance plan. The supervisor is expected to play a greater role in coaching employees and is required to conduct a formal mid-year review with the employee with ongoing feedback provided throughout the year. Employees are required to provide their supervisor with a list of accomplishments at the end of the rating cycle. The supervisor reviews the list of accomplishments with the employee and uses it to help determine the employee’s rating and performance and/or bonus payouts. Supervisors are required to recommend and justify performance appraisal recommendations to pay pool managers who have the final authority to approve ratings and performance and bonus payouts within their pay pools.
Related Questions
- How does the new pay for performance system change the roles of supervisors and employees in the performance appraisal process?
- Whom can employees contact if they have questions about their performance plan or the new 5-Level appraisal system?
- How can pay for performance system increase the motivation of individual employees and improve co-operation?
