What is a performance evaluation? Performance Management v. - - PDF document

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Employee Performance Evaluations and Their Importance

Presented by Summer Randall March 18, 2015

What is a performance evaluation?

Performance Management v. Performance Evaluation

Evaluation Management One time event Ongoing Retrospective Perspective Short Term Long Term Correction Oriented Progress steps Completing form Planning/ goal setting

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Performance Management Continuous cycle of:

• Defining expectations
• Monitoring behaviors, actions,

progress and results

• Providing feedback

Why should organizations do them?

• Link performance management to
• rganizational strategy
• Formal opportunity to give employees

feedback on performance

• Encourage people to learn and grow
• Form a basis for personnel decisions

(salary increases, promotions, disciplinary actions, etc.)

• Facilitate communication between

employee and employer

• Improve performance through counseling,

coaching, and development

Types of Performance Evaluations

• Weighted checklist method
• Paired comparison analysis
• Graphic rating scales
• Essay evaluation method
• Management By Objectives (MBO)
• 360 degree performance appraisal

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Which Performance Evaluation is Right for Your Organization?

Determine what is right for your

• rganization based on the
• rganization’s goals, objectives and

expectations of the performance evaluation process

Goal Setting SMART goals

Specific Measurable Achievable Relevant Time Based

SMART Goals

Example To integrate the use of Excel in tracking employees and the training programs they attend by January 1, 2016, with the help of training programs offered through Midlands Tech.

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Planning the Review & the Environment

• Gather essential information

– collect and review notes, job description, statistics, citations and performance based examples – If requesting employees to do self evaluations, should ask them to turn in to their manager a few weeks prior to the evaluation meeting.

Planning the Review & the Environment

• Prepare the evaluation document

– Advance planning – Be specific, factual, and objective – Use job-related information – Address items from self-review that you agree and/or disagree with – Third party review prior to meeting with the employee (HR and/or manager’s supervisor)

Common Evaluation Errors

• Contrast Effect
• Halo/Horn Effect
• Similar-to-Me Effect
• First Impression Effect
• Central Tendency Effect
• Recency Effect

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Planning the Review & the Environment

• Schedule the interview

– Lay out plan for performance discussions and plan for open dialogue – Schedule sufficient time to focus on the evaluation – Ensure privacy – Consider possible questions and reactions – Handle dissent professionally – disagreements should be noted as a matter of record

Best Performance Evaluation Practices

• If using a rating review, it’s best to

include comments about the performance and how it can improve.

• Feedback should happen throughout

the year, not just at the annual review

• time. Employees should not be

surprised by information in a performance appraisal

Best Performance Evaluation Practices

• Give the employee an opportunity to

do a self review prior to the scheduled review.

• Make the employee feel comfortable.

Invite a witness if it would make either the employee or supervisor feel more comfortable.

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Best Performance Evaluation Practices

• Identify weaknesses and

potential problems. Do not rate the employee’s performance as good if it is substandard.

• If employee has outstanding

performance, recognize them.

• Be specific

Best Performance Evaluation Practices

• Keep the discussion professional
• Do not apologize for giving a poor

rating or promise what you can’t deliver

• Provide the opportunity to the

employee to comment and ask questions

• Document the evaluation.

Employee and manager should sign.

Performance Evaluations

Questions?