Administrative assistant performance review

Performance reviews can be an opportunity to discuss past successes and challenges for your administrative assistant. It also can be a time of great stress and anxiety if the review process is not handled appropriately. Your performance review should be thorough yet easy to understand. It should be crafted to improve performance and also identity areas of strength. Your goal for the performance review is to accurately assess performance and also identify areas that can be developed during the coming year.

1. Traditional Performance Review
One example of an administrative assistant performance review is a form that documents the key skills areas for your assistant. These areas can range from measures of customer service to problem solving skills and analytical abilities. Usually a scale of one to five is used, with one being poor performance and five being excellent work. Rate your assistant on each of these abilities. A place is reserved at the bottom of the form for developmental activities and comments by your administrative assistant.

2. Peer Feedback
Another option is to include peer feedback in your administrative assistant performance review. Several weeks before your performance discussion, distribute about five feedback sheets to peers and coworkers for your administrative assistant. With the promise of remaining anonymous, peers provide input on the performance of your administrative assistant, which you can incorporate into the review. Compare your ratings with the forms you receive from the coworkers and evaluate your assistant’s performance from a variety of sources.

3. 360-Degree Feedback
A 360-degree performance review allows your administrative assistant and others to review their manager’s performance, as well as their own, as part of the review process. Human resources generally administers the process and reports the findings in a confidential manner. Everyone is evaluated in this fashion. The process allows your administrative assistant to be evaluated by those who work for him, while he also critiques his own performance. Take this input and feedback and provide a very detailed review of your administrative assistant’s true performance.

4. Performance-Based Assessments
An increasingly popular evaluative instrument is a performance-based assessment. Have your administrative assistant supply work examples that demonstrate her proficiency in various skill areas. She can provide success stories about a communications program or the latest announcements that she crafted for promotions and reassignments. Ask for examples of work that have been produced relative to the goals that were set at the beginning of the year. You are looking for actual work examples as well as finished products or campaigns that were implemented.

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