| |
Be prepared for the evaluation prior to the date and time you arranged with the employee. Be ready to discuss both positive and negative aspects of the employee's performance.
|
| |
Set the climate:
- Provide a comfortable atmosphere
- Put the employee at ease
- Ensure no interruptions take place
- Eliminate physical barriers between you and your employee.
|
| |
Get started:
- In most instances, begin on a positive note.
- Be friendly, be yourself
- Be sincere
- Point out any recent significant positive performance.
- Stress your desire for two-way communication
|
| |
Obtain the Employee's view:
- Encourage the employee to point out any accomplishments of which you are not aware
- Have the employee list any areas in which improvement is needed.
- Clarify what you think you've heard
Having the employee complete a self-evaluation may serve as a helpful tool in this process.
|
| |
Make any additions, corrections, and deletions to the ratings or comments on the approved Performance Evaluation Rating Form.
|
| |
- Discuss the employee's career goals and objectives.
- Plan specific job assignments or activities which support the employee's objectives
- Point out opportunities for training or education that will assist the employee.
|
| |
Schedule a follow-up meeting, if needed, before ending the evaluation. (i.e. to establish performance standards with the employee's input)
|
