Appraisals during Maternity Leave

	Message From: rkuppili	Total Posts: 115	Join Date: 11/05/2009
Rank: Leader	Post Date: 11/06/2009 14:13:49	Points: 575	Location: India

Hi,

Your suggestions for the below mentioned scenario will be appreciated:

One of the employees in our organization (She has been with the organizations for the past 2 years) has her appraisal due in March 2010. But she is going on her maternity leave from October 2009. Will she be eligible for her appraisal if she is on leave for 3-4 months, say till January?

What if she is denied her appraisal due to her absence?

Keep your responses flowing in!!!!!

Cheers,

Radhika

	Message From: savi989	Total Posts: 70	Join Date: 11/05/2009
Rank: Manager	Post Date: 13/06/2009 06:20:43	Points: 350	Location: India

Hi,

We had similar case in our organization last yr. Our appraisals are done in July & August so that they are out wef September month. That lady was on Maternity Leave from April to July. We did her appraisal & gave her unrated increment of 8%.

We have concept of increment of all the employees who have completed minimum 2 months with the system. Probationary employees are given unrated increment of 8% on pro-rata basis where as rest staff members are incremented on the basis of ratings & respective %'s. This allows us to increment all the employees so that none employee falls under category of no appraisal in more than 1.5 yrs. We follow Bell Curve Appraisal Method of appraisal system.

Since that lady is with us for more than 3 yrs we appraised her but without any injustice to rest of the lot, as appraisals are on basis of last yrs performance & she was not available for 4 months & has availed many leaves for routine check-ups before proceeding on her maternity leaves. Hence appraisal period was less with us.

Hope this provide some help to you guys.

Savita

	Message From: Administration Manager	Total Posts: 4	Join Date: 11/05/2009
Rank: Beginner	Post Date: 07/07/2009 11:02:39	Points: 20	Location: India

according to me , she will be eligible.

only the period changes so you need to see contribution in THAT time frame that she was on workJust because of her medical condition she has taken leaves has no place for her performance not to be factored in.

Simple measure the work performance in the working time period. every other factor remaining the same.

	Message From: mansi_rastogi2008	Total Posts: 13	Join Date: 11/05/2009
Rank: Executive	Post Date: 08/11/2009 11:15:27	Points: 65	Location: India

Hello, Off course,the concerned employee is worth for appraisal.But before that,atleast 1ns u should go through,ur company appraisal policy.B'coz it varies comp. to comp. policy.But yes,accordin g to rules,ur employee was regular n gud since 2 yrs,so u should provide appraisal rather than carry forward for the upcoming year.Hope this ll sort out ur problm. Cheers. Mansi Rastogi (Sr.Exe.Hr)

	Message From: gopud5961	Total Posts: 9	Join Date: 11/05/2009
Rank: Beginner	Post Date: 09/11/2009 13:02:51	Points: 45	Location: India

You can advise the employee to fill up the appraisal form manually (if she is not in a position to use the automated system) indicating her achievement against the Gs & Os she has submitted. Based on the achievement rating and the employee falls in the category of Top Performer and the Management has to retain her, she can be given increase applicable to exceptional performer.

The ultimate exercise of PAS is to reward the performer and retention.

To my knowledge the employee has to be assessed as she has completed more than 6 months in the period appraisal is being done.

Gopu

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