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End of Project Team Member Performance Appraisals

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John Bacon Project Manager /Agile Product Owner| Not Disclosed Fl, United States
I was wondering how many other PMs out there do performance appraisals at the end of a project which are provided to the team member and their functional manager on how project team members performed during the project. Some of the areas I provide appraisal on are:
Quality of work performed on project
Timeliness of project task completion
Timeliness of action item completion
Contribution to meeting project and budget targets
Cooperation with other team members
Communication of progress, status, issues
Communication on technical matters
Contribution to continuous improvement of development, technical,
team processes
Particularly commendable contributions/strengths:
Recommended Areas for Improvement:

I recently joined a new group, and after informing the project team that performance appraisals would be provided to the team member and their manager at the end of the project, someone didn't like that and complained to my boss, so my boss ended up siding with this apparently disgruntled employee who was likely worried they would not get a positive project performance appraisal and my boss said well we don't' do that on this team. So I was basically told that I'm not allowed to include team member performance appraisals supporting the Develop Project Team project management process.

What say you fellow PMs?
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Peter Rapin Subject Matter Expect; Project Delivery| Independent Consultant Ontario, Canada
I have the same concern for team /personnel performance reviews as I do for supplier, consultant and contract performance reviews - too little, too late and without established expectations.

Performance reviews should be part of the improvement cycle (quality control) rather than the compensation cycle.

1) clearly establish expectations
2) review at key points, either set periods or preferable end of stages or major task completions
3) self performance approach - "where could you have done better" rather then "you were weak on this issue"
4) Two-way performance review - "how could I have been a better manager? Did you get sufficient support?"

Its not about documentation and reprimand, its about improvement. How can a reasonable person complain about an opportunity to improve.
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1 reply by Benjamin Ram
Jul 01, 2022 1:02 PM
Benjamin Ram
...
Peter,
I really like your response and clear focused approach.

thx
Ben
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Benjamin Ram Manager of Program Mangers| Google Ca, United States
Jul 01, 2022 12:27 PM
Replying to Peter Rapin
...
I have the same concern for team /personnel performance reviews as I do for supplier, consultant and contract performance reviews - too little, too late and without established expectations.

Performance reviews should be part of the improvement cycle (quality control) rather than the compensation cycle.

1) clearly establish expectations
2) review at key points, either set periods or preferable end of stages or major task completions
3) self performance approach - "where could you have done better" rather then "you were weak on this issue"
4) Two-way performance review - "how could I have been a better manager? Did you get sufficient support?"

Its not about documentation and reprimand, its about improvement. How can a reasonable person complain about an opportunity to improve.
Peter,
I really like your response and clear focused approach.

thx
Ben
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