An appraisal is an official document given by an appraiser that estimates the replacement value and quality of an item. An appraiser makes a report after examination and detailed analysis of the property.
Types of Appraisals
Drive by Appraisals: This is an abbreviated appraisal that requires less data and inspection by the appraiser. The data is generally collected verbally or from records.
Professional Appraisals: Appraisals for personal property like estate tax, donation, sale of insurance, damage claims and equitable distribution.
Sustainability Appraisals: They are essential for national legislation that includes environmental, social and economic concerns.
Job Performance Appraisals: These appraisals are needed for performance rankings. They help in decision making regarding promotion, confirmation, transfer and salary fixing. These appraisals also give feedback regarding behavior of subordinates. This information helps in training, recognizing the skill of workers, their deficiencies and growth. These also play an important role in counseling subordinates. It also gives an insight into the behavior of employees.
The purposes of performance appraisals are:
· Creating and maintaining a satisfactory performance.
· Contributing to employee growth and development through training and management programs.
· Proper understanding of subordinates.
· Guidance to employees regarding jobs
· Facilitate fair compensation based on performance and interview techniques.
· Providing information regarding retrenchment.
Evaluating the work of individuals is a regular feature of companies. The appraisals made can be formally structured or an informal process. Both qualitative and quantitative aspects of job performance are evaluated during appraisals. Performance appraisal here means evaluating the amount of work and effort the individual has put in and is not evaluating the result. Performance appraisals give an insight into the employee's weakness and strengths. Job evaluation is the amount of profit the organization is deriving by assigning the job and determines the range of pay while performance appraisal is evaluating how well the job is being done by the employee.
The content to be appraised has to be decided by a company before the program is approved. This is done on the basis of a job analysis. Appraisals help the employer to understand and improve his employee.
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Why the rush to write? After reading this ...
By: Marion Hanenmann | 04-07-2008
Why the rush to write? After reading this article, my gut feeling was that Hans and Teri Rotter were the victims of a conspiratorial plot to oust them. Mr. Rotter was in the hospital for a serious heart condition. Rather than postpone the board meeting to allow him the opportunity to explain his actions, the members of the Alpine Board decided to go ahead and hold the meeting with only Mrs. Rotter present. Rather than sit through all the accusations against her husband, Mrs. Rotter left the board meeting before it ended. The Rotter?s daughter and son-in-law were installed as the new managers of Alpine that night. Immediately after the meeting ended, all the locks to Alpine Village were changed. It was, for all intents and purposes, a nice and tidy ?take over.? Was not the writer of this article, Mr. Green, aware of the above circumstances? In Mr. Green?s article he stated that the Rotters were not available for comment. This being the case, does Mr. Green think he is ethically justified in writing a smear piece on two individuals who for over 40 years have been stalwart leaders in the community, are well-loved and admired by everyone whose lives they?ve touched? Why the rush to write?.to print such a ?one-sided? article? Could not Mr. Green have waited a few days until Mr. Rotter returned home from the hospital and given time to digest the events that had just transpired before making any statements or comments? After all, the Rotters were the ?face of Alpine Village? and deserved better treatment and consideration before this rush-to-judgment article was written. As far as I?m concerned, Alpine Village will not be the same without Hans and Teri Rotter. They were one of the main reasons why people frequented Alpine from far and near. The ever gracious ?Aunty Teri? as she is affectionately called, has a place in all our hearts. This couple is stellar. Their sense of ethics and integrity are irreproachable. They were an extremely effective and trustworthy team that managed Alpine for 40 years resulting in increased profits for Alpine. They were truly a force for good. In closing, I encourage Mr. Green and the Daily Breeze to right the wrong of this article by allowing the Rotters an opportunity to tell their side of the story and to print an article that is both fair and balanced so that we, the readers, will have the ?whole? story.Marion Hannemann, Torrance
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