Performance Evaluation Tips

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Requirements of the Performance Evaluation

  Measure progress and ability
  Tie the appraisal to the employee's job
  Be objective
  Build on your employee's strengths
  Meet legal requirements

As a supervisor, you assume the role of a coach. As a coach, you can help your employee in the following ways:

• Identify current or potential problems that may be affecting performance
• Generate possible solutions and map a plan to improve performance
• Build on employee strengths

Questions to ask while Preparing for the Performance Evaluation

  What results do I want
  What contribution is my employee making
  What contribution should my employee be making
  Is my employee working near his/her potential
  Does my employee know clearly what is expected
  What training, if any, does he/she need
  What are my employee's strengths
  How has my performance helped or hindered him/her

7-Step Process of Writing the Performance Evaluation

1. Review the job factors and rate them according to their degree of importance to the job.
2. Establish performance standards that give objective criteria for appraising performance.
3. Compare employee behavior to performance standards.
4. Document specific performance which meets or exceeds the standards.
5. Identify specific areas of improvement.
6. Determine goals and objectives for the coming year.
7. Summarize overall performance and developmental needs.

Appropriate Performance Interview Behavior...

Conducting the Performance Interview

• Put the employee at ease.
• Ask for the employee's opinion.
• Tell the employee what information you used to determine performance.
• Present your assessment.  Provide positive and corrective feedback.
• Identify specific areas for improvement. Be candid.
• Set specific goals. Build on the employee's strengths. Obtain agreement on major appraisal points.
• Give the employee a day or more to respond and sign the evaluation.