A guide to employee evaluation
Performance reviews are held to provide feedback and to take inventory of your department’s most valuable asset, your workers. They provide you with an opportunity to establish a two-way understanding between yourself and your employees, as individuals, through which mutual agreement on objectives and plans for guiding and coaching the person to improve his or her performance and so that development can be reached.
Reviews can also be used for:
To prepare for the interview:
Make sure that you have any records or papers on hand that may be necessary for reference. Make sure you know the answers to these questions:
Impartiality when rating an employee is necessary not only from a fairness standpoint, but also from a legal one. Be aware that what you put on a performance review may at some time have to undergo a court test, so refrain from commenting on anything about the employee other than his/her actual performance.
Make sure you do your job of coaching and developing employees all year long, not only at performance review times. One good review will not make up for years of faulty supervision. If you consistently work at supervision all year long, you will not only reap the rewards in more satisfactory performance reviews, but in a better department as well.