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

3/16/2015 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 1

3/16/2015 Performance Management Continuous cycle of: • Defining expectations • Monitoring behaviors, actions, progress and results • Providing feedback Why should organizations do them? • Link performance management to organizational 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 2

3/16/2015 Which Performance Evaluation is Right for Your Organization? Determine what is right for your organization based on the organization’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. 3

3/16/2015 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 4

3/16/2015 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. 5

3/16/2015 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? 6