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Transcript of Employee Evaluation
&Agreement in Standards Excessive Strictness Insufficient
Rating Problems The Position Description and the performance criteria should be available and clearly understood by the evaluator and the staff member.
Periodic review and discussion will overcome this issue. nearly impossible to recall an entire year’s worth of performance in several criteria for several staff members from memory alone.
Recording significant and critical incidents will provide the information needed to communicate the rationale for the rating(s). The tendency to be optimistic or pessimistic may influence the incidents documented and the emphasis placed on them. Some evaluators say that “no one is perfect” and deliver very tough, strict Evaluations. Others fear offending staff members or feel that high ratings will motivate the staff member and are overly positive in the review. What is it? What is it? opportunity for employer to
* offer praises
* offer suggestions opportunity for Employee to
*receive feedback IMPROVES
COMMUNICATION Written Performance
Evaluations Resource for recording evaluating communications Reference document guiding future performance Beneficial for both supervisors and employees Why is it... serves as a regular procedure to measure individual progress A mechanism for developing and communicating new goals for the
upcoming year (consistent with the organizational goals) An opportunity to motivate achievement of increased performance An opportunity to communication regarding expectations, performance, and personal development IMPORTANT? opportunity for staff to share their own performance and goals for the upcoming year and suggest how they could make improvements through their own work Written recognition of work performance that may also be used as the basis for performance-based salary increases and/or advancement opportunities when these are available. Well-Written Employee... Expectations! Clearly delivers performance standards and expectations to the staff member Functions as a written procedure for providing constructive guidance for future achievements Documents what the staff member has accomplished and provides tangible examples Reflects how the staff member has contributed to the accomplishment of personal and organizational goals Four Tips of Preparing
for Employee Evaluation Communicate Document Review Solicit Communicate Reduce or eliminate
anxiety Positive and negative feedback is much more effective In a timely manner Discussed all performance
related issues throughout
the year Document Collect and record significant
, job-related incidents Factual basis Accurate and specific,
both positive and negative Distinguish between
fact and opinion in
documenting performance Include copies of a staff member’s work product,
notes of discussions,
copies of communications,
recorded observations of the evaluator Review Eliminates misunderstandings between
the evaluator and the staff member
regarding job responsibilities and expectations Changes are documented Solicit Reduce anxiety &create
a positive environment submit written input
and suggestion by employees Not being asked to write the
employee’s own performance
evaluation Halo Effect It is easy to allow the stellar performance in
one or more criteria to influence the ratings
in the other criteria.
Evaluators should review each
criterion on its own merit and have documentation
to support each rating, to avoid this rating error. Central
Tendency Playing it safe and giving everyone a middle
of the road rating also
does everyone a disservice.
Careful reading and consistent application
of the criteria language & comparison
to documented behaviors will help
in giving objective ratings. Similar to Me Evaluators may tend to give staff members who are perceived to be like them higher ratings than those who are not. Diversity factors come into play, such as age, sex, culture, and educational level. Recent Effect The performance evaluation
rating should reflect the entire review period.
A recent positive or negative event
should not color the entire rating Three Tips
Performance Evaluation Be prepared Be open and receptive Demonstrate respect
and dignity Giving
Feedback Be honest. Demonstrate respect for the person
without glossing over negative
feedback or being vague. Prepare, even practice,
difficult statements ahead of time. Make comments descriptive, not evaluative. Describe behaviors and actions,
not total impressions. Be specific Make specific suggestions, not general ones Include both positive and negative observation
s, giving positive ones first Maintain a pleasant smile and
/or direct eye contact with the staff member Maintain an open, somewhat informal
posture; pay attention to body language Beware of personal biases, attitudes, and hidden agendas. Be considerate of the receiver’s feelings
, readiness, trust level, tolerance limits,
and self-esteem. Steps for ..
Evaluation It is optional to ask the employee’s input.
Give the employee adequate
time to prepare the input. The evaluator prepares the “draft” evaluation
and discusses the “draft”
with the appropriate administrator. The evaluator submits the “draft” evaluation
to the employee for the employee’s
review, input, and discussion The evaluator considers the input provided
by the employee in preparing
the final performance evaluation. The evaluator discusses the
final performance evaluation
with the Appropriate Administrator, The evaluator and the employee
meet to discuss the evaluation. The employee, evaluator, and appropriate
administrator sign the evaluation. The employee is given
a signed copy of the evaluation. The signed evaluation is
forwarded to Human
Resources to be placed in
the employee’s official personnel file. SMART format Criteria &Possible Outcome Quality: Reduced number of errors Volume of Work: Increased number of documents processed Oral Communication: Reduction in the number
of times people request clarification Interpersonal Skills: Increased student
satisfaction ratings Initiative: Increased number of new
projects/ ideas generated 360 Degree
Employee Evaluation Many companies use some form of 360-degree feedback,
getting input from multiple sources
at least once each year.
A supervisor may love a particular employee,
but the employee’s colleagues
may have an entirely different view.