Employee Performance Evaluation

HUMAN RESOURCES Employee Performance Evaluation The organization should develop policies specifying the nature and frequency of employee performance appraisal. The appraisal should be based on the duties and requirements specified in the job description. [Compare the attached performance appraisal to the example Job Description - Administrative Assistant that is attached to the Job Descriptions article.] Performance appraisal should be a developmental tool, not a punitive measure. The objective is to help every employee to meet expectations in the assigned job. Performance evaluation should be an ongoing process, not an annual event. Every performance issue addressed on an annual review should have been addressed previously. It is through performance appraisal, both verbal and written, that the employee is reminded of the duties and responsibilities of the how and to what degree he/she is meeting the standard of performance. New employees are often regarding as probationary employees for a given period of time, and this should be formalized as a policy. The duration of this period may coincide with state law concerning a period in which an employer may discharge an employee "without cause" or it may be the period of time during which an employee can reasonably be expected to master his/her job. Development of the employee begins with appropriate orientation to the organization, and on-the-job training if such is required. The employee's supervisor should give frequent verbal feedback to the employee, both encouraging and praising, and correcting if necessary. If the employee is not meeting expectations, the situation should be discussed privately and steps should be identified to remediate the situation. The discussion and the agreed upon information should be documented for the employee file, but this should not be regarded as negative unless the employee refuses to take the necessary steps to meet expectations. At the end of the probationary period a written evaluation should be completed. Sometimes it is helpful to have the employee complete a self-evaluation a few days before the review. Then the supervisor and the employee can discuss any differing perspectives. If the employee presents examples of performance that are contrary to the supervisor's initial impressions, those should be given thoughtful consideration. The evaluation process should be collaborative, and the final evaluation may be different from either draft. Every formal performance evaluation should include goal setting for the next period. The goals should consider both organizational needs and personal development goals.



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This work is supported under a five-year cooperative agreement # H235V060016 awarded by the U.S. Department of Education, Office of Special Education and Rehabilitative Services, and is administered by the Pass It On Center of the Georgia Department of Labor – Tools for Life.  However, the contents of this publication do not necessarily represent the policy or opinions of the Department of Education, or the Georgia Department of Labor, and you should not assume endorsements of this document by the Federal government or the Georgia Department of Labor.




Other Information

Title: Employee Performance Evaluation
Module: Human Resources
Author: Trish Redmon
Audience: Implementer
Sub Title:
Procedure: How to evaluate performance
Organization Source: Pass It On Center
Last Reviewed: 10-25-2009 7:11 PM