The appraisal process has always been flawed. A good manager will deal with staff on an ongoing basis with the door always open to handle problems, ideas and grievances and should deal with any performance issues when they happen. Staff should not have to wait for one year if they have found a course they want to go on just after the appraisal meeting.
However, the appraisal process does provide a mechanism to evaluate performance for pay rises and bonuses together with a right of appeal, which gives staff some means of challenging decisions.
Accenture’s proposals suggest that staff will receive mini appraisals throughout the year which would then be used to determine a pay rise or bonus. It is easier to appeal against one appraisal decision rather than ongoing appraisals.
The firm will disband rankings and the once-a-year evaluation process starting in fiscal year 2016, which for Accenture begins this September. It will implement a more fluid system, in which employees receive timely feedback from their managers on an ongoing basis following assignments.
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