It is important to provide employees with periodic assessments of their job performance in order to enhance organizational effectiveness, encourage professional growth, and fulfill the company's mission at the highest degree.
What is Performance?
Performance = Behavior + Results
What is Performance Management?Performance management is an ongoing process that has two goals:
The first six months of employment is the time when a new employee learns about the mission, policies, and expectations of the company, while learning the particulars of their position. Near the end of the introductory period the supervisor must evaluate the employee's progress and assess their eligibility for regular employment. Supervisors should consider the following when preparing their six month review:
Annual Review
Why do we prepare annual performance reviews for our employees?
The annual review document is designed to provide comprehensive feedback to employees in regard to job performance and demeanor on the job. We provide a self-evaluation for all employees intended to give them the opportunity to review their achievements for the previous year, to expand on work that went beyond their annual plan, or goals, and to give feedback on how their supervisor can help them develop professionally.
The review process begins with supervisors providing the self-evaluation form to employees, and seeking feedback from their employees' peers, subordinates, campus partners, and others who interact frequently with them due to their position. It is best to use a consistent format when asking for feedback from co-workers, and make the questions easy to answer without too great of a time commitment.
Once the self-evaluations and 360 reviews have been collected, the supervisor drafts an annual review form. The form is reviewed and approved by the supervisor's superior, and then provided to the employee prior to the annual review meeting so that they may be prepared for discussion. During the review meeting, the supervisor and employee should have a productive conversation about the review, and amend any areas that they mutually agree should be updated. The final review form is completed, given to the employee so that they may add comments, and then signed by the supervisor, the employee, and the supervisor's supervisor. The completed, signed form is turned in to human resources; a copy is made for the employee and the original is filed in the personnel file. Supervisors are encouraged to retain a copy for their records, to be purged during the following year's annual review process.
How do your employees answer these questions? Their responses will help you to formulate your approach to performance management and professional development.