In this post, you can ref useful information about performance review bullets. You can ref more materials for performance review bullets such as: performance review methods, performance review forms…
Contents of performance review bullets
Without a formal performance appraisal document, supervisors list bullet points to identify areas for evaluating employee performance. Mediocre performance may not be isolated to one area of the employee’s job performance. Therefore, several valid points become individual bullet points to discuss during the performance appraisal meeting. Using bullet points helps supervisors address certain performance criteria for improvement. It’s difficult tracking employee improvement or progress without identifying specific areas for improvement.
In some cases, mediocre performance is attributed to poor attendance, which means excessive absenteeism and tardiness. Dependability generally addresses matters that have to do with an employee not being present to perform his job duties. Dependability also pertains to being a contributing member of a team on whom other employees can depend for group projects and tasks.
Rating the functional expertise of an employee with mediocre performance falls under the category of job skills. It’s the employer’s obligation to provide employees with the tools they need to be successful at work, which includes job skills training. However, employees are obligated to maintain their skill levels, perform their job duties according to their skill levels and notify the employer if they need additional training. Mediocre performance related to actual job skills also may include the employee’s failure to maintain the requisite degree of job skills necessary to perform his job duties.
Employee communication is an essential function of practically every job. Mediocre ratings in communication skills can reveal problems in developing good relationships with coworkers and customers. Supervisors who rank their employees’ communication skills as mediocre also must identify the specific areas where employees need improvement — verbal communication with coworkers and customers, written communication with clients or communication skills necessary for performing certain job duties, such as leading workplace training and development.
Employees provide service to internal and external customers. Internal customers are their coworkers. Poor or mediocre internal customer service means the employee doesn’t demonstrate the ability to develop productive and collaborative working relationships with colleagues. External customer service refers to the clients who rely on the company for products and services. Employees with client-facing roles must improve mediocre performance and render great customer service, thus creating and sustaining a solid business reputation for the company.
Higher level employees may receive performance ratings based on their ability to establish reasonable goals that promote the company’s business interests. Mediocre performance in this area reveals that the employee either doesn’t understand the importance of goal-setting or sets unrealistic and irrelevant goals that don’t maximize his contributions to the organizations.
Employee appraisals examine job performance from several angles. Appraisals consider behavioral areas, which include professional traits like dependability. In addition, appraisals address functional expertise, which consists of job skills and clinical or technical knowledge. A mediocre performance appraisal could impact the employee’s continued employment, so it’s crucial that supervisors conducting appraisals look at employee performance in its totality using bullet points to identify several different areas instead of just writing an appraisal narrative that contains little to no structure.