As a disclaimer - I'm sharing this information with you to help you in your research. However, both the organizations whom I have helped to implement this system have been working with me for quite some time. During that time, I've been running workshops and coaching leaders to help them create high performance.
Shifting to no ratings performance assessment has been a process over a couple of years (and wasn't necessarily the objective when I first started working with them, just a natural part of the process).
There are several important mindsets and systems that need to be in place - before you make the leap into changing your performance appraisal system. Be warned! There are many, many more elements than I share here, to create high performance, but my hope is this will help with your research.
Rather than calling it Performance Appraisal or Performance Review, give it a different name. (The way you language things is very important. Think of the picture that comes to mind when you say review or appraisal vs growth. Or, would you rather have a supervisor or a leader. Completely different picture right!).
FYI: One client calls their system My Success and the other Performance Growth.
In the pdf, "My Success Performance Growth" you'll see two different types of forms that each of the clients chose to use. However, both systems are based on the Solutions Focus coaching model - which we had taught leaders some months before moving over to the new system. If you haven't used Solutions Focused Coaching before, you can find out a bit more about it here.
A very important mindset is that of thinking like a business owner.
Teaching a business owner mindset to your team members, sets them up for taking self-responsibility for their success. You can find out more about this mindset in this free video training. If you want to go into greater depth you can download the entire course. In the course there are also self-assessments that you might like to think about for your performance review system.
Self-assessment and regular one-on-ones throughout the year are key to this system. Once your team members have the mindset of high-performance employees (see the link above) - this makes this process a lot easier. Here is an article on one-on-ones. I encourage you to ensure that this system of regular 1-on-1s is working well in your organization BEFORE you go to no ratings.
A culture of regular (weekly/fortnightly) performance discussions means the annual conversation becomes more about growth and development than looking in the rear-view mirror at past performance. If an individual is under-performing you would have been handling that using a different process.
Please note. I have purchased all the images in the presentations, however, that DOES NOT give you the right to use them. If you use them you are likely to come unstuck with copyright laws. I recommend you go find your own images.
There are small notes in the presentations, which should help you with context for each slide. But to add a bit more clarity here are some extra notes.
Slide 2 - is to remind participants of the goal alignment process that we had previously put in place. You can find out more about Goal Alignment here. You probably already have something similar in your organization.
Between Slide 3 and 4 is a hidden slide that helps to model out the HR functions - again this is likely something that you will have already covered with your leaders and team members, but I've added it in there, just in case.
Slide 5 shows the three elements you should have in any performance agreement with an individual.
Slide 14 switch out the $50/hour for whatever is the average employee hourly rate in your organization.
Between slide 28 and 29 is another hidden slide. Which is just a bit of map of the relationship between learning and the various HR elements it impacts upon. You may or may not find this useful.
The forms I've shared with you are the ones we used with leaders. The first form (page 6) you will see highlighted the words "engaging and inspiring people" you would swap those words out for each behavior/criteria you want the team member to review. My recommendation no more than 5 key behaviors/criteria.
One of the programs I've used to help organizations move toward a high-performance mindset culture is Investment in Personal Excellence. Here is a quick marketing video on it.
Feel free to email me if you'd like more information on the program (we have facilitators around the globe). I highly recommend that you consider this program as one of the tools to get your leaders and team members ready for high performance and no rating performance appraisals.
Feel free to contact me if you want more information. All my contact details are on the last page of the PDF.
I wish you well, it is an exciting adventure and one that you and your leaders will love, once you get all your systems in place to support it. So much more engaging and empowering for everyone!