Are your employees olives? Performance Evaluations Super Mammoth - PowerPoint PPT Presentation

Are your employees olives?

Performance Evaluations •Super Mammoth •Mammoth •Super Colossal •Colossal •Giant •Extra Jumbo •Jumbo •Extra Large •Large •Superior

Performance Evaluations • Not all employees are superior, so they should not all receive superior evaluations • Performance evaluations establish a record supporting the employer’s action • They help motivate employees • They help increase productivity, quality and service

Performance Evaluations • Implement uniform evaluation process • Prior to evaluation, set objective and measurable performance standards for the position – Use job description – Obtain input from supervisor on daily tasks • Give examples of desired and undesired behavior, set forth fair objectives, and describe responsibilities and expectations

Performance Evaluations •Accuracy is paramount •Don’t be swayed by biases: – Halo effect (angel) – Pitchfork effect (devil) – Recency effect (recent behavior) – Length of service – Jealousy (trying to take my job) • Consistent/uniform application to all employees in same job

Procedure for Completing Evaluations Follow established policy (if applicable) • Use employee performance appraisal form – Should be conducted periodically (annually) • Probationary/Promotion – 6 months or – earlier Completed by employee’s supervisor • Review by Department Head, Human – Resources, etc.

Procedure for Completing Evaluations (cont.) Schedule performance review meeting • 10 to 14 days prior to meeting – Ask employee to complete self-assessment • Extremely helpful because it gives – employee a way to reflect on his/her own performance Usually provides more details on how – employee has performed

Performance Evaluations • Setting Up The Meeting o Private location o Set an agenda to guide discussion o Prepare for employee questions o Take notes o Be truthful and respectful o Be firm, but not harsh o Have a witness (?)

̶ ̶ ̶ ̶ ̶ ̶ ̶ ̶ Performance Evaluation Meeting Review self-assessment first and obtain employee’s thoughts on performance Review the supervisor’s evaluation Discuss each section of the performance review Give specific examples of performance Discuss affects of performance Allow opportunity for employee to review and discuss Obtain feedback from employee on ways to improve performance, training needed/desired, etc. Set performance goals for upcoming year

̶ Performance Evaluation Meeting • Complete cover page of evaluation (date, signature, etc.) • Consolidate/reconcile results of supervisor’s and employee’s assessment • Provide appeal process • Employee may submit written statement to HR if disagrees with evaluation. • Send completed performance evaluation to HR Must be maintained in employee’s personnel file

̶ Performance Evaluations • Only useful if they are done right • Pitfalls: Being too vague Must provide specific examples – things employee does well o and areas for improvement Cite to specific policies and procedures, etc. o – Failing to prepare Can’t wait until 2 weeks before review o Keep file with notes throughout the year o Take time to reflect on specifics o Review prior evaluations and those of other supervisors o Gather information from multiple sources o

̶ Performance Evaluations Follow Up Part of review is setting goals for year • Should set time to review progress • To be effective, must continue to provide • feedback and monitor progress

QUESTIONS?

• For questions about the HR Express Program, contact: Aileen Harris Training Manager (678)-686-6293 • For questions relating to this webinar, contact: Elarbee Thompson’s Public Sector Group (404) 659-6700 www.PublicEmploymentLaw.com