A good performance review process benefits employees and employers alike. For employees, evaluations help define how and in what areas performance can improve. They provide a detailed understanding of what the employer expects.
Performance reviews are more than just evaluations. They're an opportunity to increase productivity—and must be done correctly to prevent lawsuits. Get everything you need to do it all right with The Complete Performance Appraisal Kit.
Employers have as much, if not more, to gain from providing accurate evaluations than the workers they evaluate. A legitimate evaluation process:
- Creates a paper trail that allows the company to make good employment decisions
- Enables informed comparisons between managers' expectations and employees' actual performance
- Allows ready comparisons of one employee to another
- Documents performance problems for the record.
That last bullet is critical. Many a lawsuit has been derailed by a review showing that an employee was disciplined or terminated because of poor performance, not discrimination or retaliation.
Increase the value of your employee evaluation process by following these eight tips:
Evaluation process
1. Review the job descriptions for those about to be evaluated. Make sure they are being judged on relevant criteria.
2. Conduct the review in person with each employee. Give the employee an opportunity to respond. Listen closely for any claims of discrimination or harassment. Get the employee to sign off on receipt of the evaluation.
3. Document the discussion with the employee separately. If a manager is conducting the performance review, make sure he or she follows up immediately with your HR department on any serious employment issues.
The Complete Performance Appraisal Kit gives you a complete library of documents. Literally dozens of documents in Word format for you to download, edit as needed and save on your hard drive for use again and again. Learn more about the Model Performance Appraisal Form, the linchpin document of the system.
Evaluation content
4. Focus on job-related criteria.
5. Compare with companywide expectations of performance.
6. Be detailed and specific.
7. Be honest.
8. Remember, the goal of an evaluation is to improve performance, not justify termination.
Final note: Most attorneys agree that it is better to have no evaluation at all than to have an evaluation that does not match up with actual performance.
The Complete Performance Appraisal Kit
When we say "complete," we mean it. The kit includes: - A 147-page manual that explains the step-by-step process of a successful appraisal system. You'll get expert advice and practical tools to correctly plan, conduct and follow up on performance reviews.
A companion CD with the complete manual plus bonus content, including dozens of sample phrases to use in performance improvement plans. That way your managers don't have to start from scratch when determining criteria for everything from adaptability to initiative to teamwork.
- Also on the CD, a library of 27 customizable documents you can save to your hard drive and edit to suit your exact needs. Including a sample Performance Appraisal Policy, model Performance Appraisal Form, sample self-audit and dozens of other helpful documents.
Get the manual in your hands. Put the CD in your computer. See for yourself how The Complete Performance Appraisal Kit will improve your performance when conducting appraisals.
No comments:
Post a Comment