Performance reviews can be prepared at any time throughout the year and should be conducted for each employee at least every 12 months.
Supervisors should provide guidance, coaching, and feedback to their staff throughout the year on job duties and responsibilities, performance goals and expectations, appraising the performance and future development opportunities.
At least once a year, the supervisor should summarize these discussions in writing using an Administrator or Staff Performance Review form. The goal of the performance review is to provide administrators and staff with feedback on their performance and accomplishments for the previous year. As a result of this process, they should have an understanding of their job responsibilities and supervisor’s performance expectations. Also, through this process specific action plans are determined which will allow the employee to achieve established performance goals.
Before the Meeting
Before meeting with the employee, plan ahead. To assist in ensuring timely and complete preparation for the review process, a sample Performance Review Process Checklist and section by section guidelines on review form completion are available at:/employee_relations/performance_review_process.shtml.
This checklist can assist in laying out the process and can be adjusted to fit the needs of each individual circumstance. In addition, the following information and suggestions may be of assistance in the planning process:
HR Business Partners from the Office of Human Resources are available to assist supervisors and employees in preparation for the Performance Review Process.
During the Meeting
Meet with the employee to conduct the performance review discussion on the predetermined date. This should be a two-way conversation starting with the discussion of the position description and ending with the employee’s comments. This meeting should also include:
After the Meeting
This post was last modified on 29.03.2019 07:23
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