CORPORATE EMPLOYEES COMPLAIN ABOUT APPRAISAL PROCEDURE
Several corporate employees have complained to this paper about current company practices. These employees argue that the “agreed grading” had not been followed in many cases.
The employees in question were apparently labouring under the mistaken belief that whatever grades/points they received shall form the basis of final grading. In reality, some have been “degraded” from an appraised 4 to a 3 for example. The employees wrongly believed that if there was any dispute or disagreement from the management team this would be brought to the attention of the employees for further action to ensure transparency.
This has not been the case and employees have complained that certain issues cannot be addressed with management to seek justification. Moreover bonus payment is not based on salary but rather linked to the grade received at the appraisal stage multiplied by theb basic salary. The corporate employees have called for more transparency at management and human resources level in order to improve the appraisal/evaluation procedure.
An appraisal exercise is normally conducted every year by local companies. This is a tool used by companies for work performance evaluation for the next fiscal year. It is the yardstick by which salary increment, training and courses are measured. Additionally it is also used to determine career growth and development for the employees. Employees are required to comply to all segments criteria before being appraised and then agreed upon by employee and immediate superior on the grading scale 1 to 5 (1= being the lowest mark, 5=highest point/excellent). This document is then initialed and signed as an agreed final document. The document is then sent to human resources (HR) and management for their consideration.