As a manager did you do quarterly or yearly reviews on performance evaluation to your staff in order to keep them on track to meet their objectives?

Yes, we do that consistently and regularly. Because the performance review, is the method by which to assess the performance of the employee. The performance evaluation is part of career development.

Also is a regular performance evaluations cash reports for the performance of employees within organizations. Performance evaluation is the process of periodic assessment methodology for evaluating job performance and productivity of the employee by reference to the standards already in place and the organization's objectives.

It's help us to:

Providing feedback on staff performance.

Identify employee training needs.

Documentation of the criteria used to identify regulatory rewards.

Forming the basis of personal decisions: salary increases, promotions, disciplinary actions, etc..

Provide an opportunity for the diagnosis and organizational development.

Facilitate communication between staff and management.

Validation and policies contained human selection techniques to meet the Equal Employment Opportunity requirements.

Yes indeed. Regular reviews enables to be more focused on the goals and inputs required to be on track as activator to achieve the goals. 

We are supposed to do them quarterly.  It helps to keep an eye on the employees and their perfomances as well as who is entitled to a raise by the end of the year, or a promotion. 

agree with answers...............................

Quarterly reviews are desirable , in order to keep check on the workforce. But due to constraint of time, people perform yearly appraisal.

yes i do Quarterly period to see the performance of all staff and Goals

Informal reviews- Quarterly to identify their strengths and weakness and where they could improve.

Formal reviews- Yearly. the employees have enough time to improve and work on their weaknesses.

Quarterly reviews are essential to keep track on the performance. For those who think otherwise - if you were the captain of a ship, would you check if you are on the right course daily, or only when you arrive at the destination? 

Yes we follow it quarterly.

I also have such practice many years -may be will be interesting:

personal development plans for my subordinates to improve their evaluation  results from year to year.

First we figure out where we are and what we need to improve-I suggest to make SWOT analysis and empoyee shares it with me-we discuss together 

for example one emloyee this year wrote only2 strenths, I dicovered his lack of confidence and 

explained him what other strenths he had-supported by examples. Because I am his manager I saw it daily-but he didnt notice-so after that he had more cofidence.

After that I ask which weeknesses he priritizes to overcome next year-how we will work on it and how we will measure result. 

For example one employee makes mechanical mistakes. We agreed that1month I will cross check his reports daily, we will add more control points is calculation,etc. After1month I will not cross check any more. If during3month mistake will not occur we will decide we overcome this weekness and begin to work on second priority weekness improvement. 

i mean my approach is manager must contribute to progress of employee-not only evaluate but give all kinds of support if emloyee really wants to improve his evaluation grade.

my boss told me once: you can not think you are outstanding performing manager if your employees are underperforming. You are good manager if your employees demonstrate positive dynamics of their performance-in other words our job is to manage them including their development-not only evaluate  but take proactive position -motivate and support them to improve-from that organisation will benefit.

We have half-yearly review for senior managers. And annual review for lower level managers.

Quarterly reviews are essential.

1. Every job would have listed KRA and KPI. Base your evaluation on the same.
2. 360 degree eval is best. Start a month in advance to quartely closure.
3. Provide employees an option to mention notes - next to each KRA. Often a manager has too many people under them to remember each person's achievements individually. So this will be a hint to his achievements.
4. The manager then evalatuates on basis of this and let reviews be shared with the Trainign team as well nased on which TNA is conducted and training is provided.
5. Quarterly review again and the process follows cyclic.

This will keep employee motivated as he knows his work is being reviewed and that his efforts wil be acknowledged.