In column d, write down how what you learned will improve performance at your job in the future.performance evaluation samples. Platteville pl annual performance evaluation.doc platteville pl employee self appraisal.doc. Authority is and always has been present in human civilization in all aspects of life and in different forms. .help with writing performance evaluations if you rsquo re relying solely on your memory when writing employee reviews, you rsquo re making employee performance evaluation far more difficult than necessary. That rsquo s why it rsquo s best to institute a simple recording system to document employee performance before writing employee reviews.

The most useful, easy to implement way is to create and maintain a log for each employee. Sitting down to conduct an employee performance evaluation with a staff member is the part of the appraisal process most managers dread. When conducting an employee performance evaluation, start by discussing any problems you rsquo ve observed with the employee rsquo s performance.

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Address each problem individually and don rsquo t bring up a new problem until you rsquo ve thoroughly discussed the current one. Use the following framework to discuss each problem: bull describe the performance problem. During performance reviews, use clear, nonjudgmental language that focuses on results and behavior. Notice the positive and negative aspects of these statements: bull ldquo your work has been sloppy lately. Rdquo negative: too vague bull ldquo your last three reports contained an unacceptable number of statistical errors. Rdquo positive: cites specifics bull ldquo you rsquo re obviously not a mathematician. Rdquo negative: focuses on the person, not on performance bull ldquo i know you rsquo re capable of producing more accurate work.

Rdquo positive: reaffirms confidence in employee rsquo s abilities bull ldquo don rsquo t let it happen again. Rdquo negative: blanket demands bull ldquo how can we prevent errors from creeping into reports? rdquo positive: asks for feedback on improving performance if you rsquo re like most managers, the words evaluation time strike a fear within you, equaled only by the sound of an alarm clock ringing at 5 am on a monday morning. Who can blame you? the task of summarizing an employee rsquo s performance over a period of a year is so disarming to some managers that many have done away with performance evaluations all together.

Evaluations contribute to an employee rsquo s morale, comfort level, and sense of being needed or importance within a company. An evaluation helps them to pinpoint their areas of improvement and set attainable goals.

what rsquo s the harm if we don rsquo t do them?

performance evaluations, or lack of, have a seamier side. They are not required by law, however, if you are ever involved in an employment related lawsuit, employee performance evaluations will likely be among the first items entered into evidence. The absence of performance evaluations may suggest that you made no effort to work with the employee and help him improve his performance.

Even worse, the absence of performance evaluations may imply that you accepted the employee rsquo s poor performance and that the termination was actually motivated by something other than performance, perhaps discrimination or retaliation.

if it rsquo s worth doing, it rsquo s worth doing right.

if you are going to conduct employee performance evaluations, it is important that they are done correctly and throughly. In some cases, the absence of performance evaluations may be better than poorly prepared ones. Most performance evaluations that fail do so because of one or more of five major evaluator errors:

overly positive evaluations.

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overly critical evaluations. while this error occurs less frequently, some managers use performance evaluations to squeeze out an employee. When this occurs, it is usually because performance is not the real reason for the termination. When a performance evaluation is used for this purpose, it may make the employee angry and wondering if there is some hidden, illegal motivation for wanting the employee out.

uniformly neutral evaluations. there is a tendency among managers to give everyone a neutral performance evaluation. This happens for several reasons: laziness on the part of the evaluator, lack of documentation of the employee rsquo s performance and therefore lack of substantial information about the employee rsquo s performance or discomfort in delivering bad news. Uniformly neutral evaluations provide no benefit to either the employee or the employer.

single event evaluations. some managers have a tendency to evaluate employees based on a single event that occurred sometime during the review period. This may result in an overly positive evaluation for an employee who lands a big account but has generally poor conduct on the job , or an overly negative evaluation for an employee who had a major error but normally performs very well during the year. most recent event evaluations. when employees anticipate the annual performance evaluation, performance tends to improve.

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Managers who do not recognize this and who do not keep good performance documentation throughout the year may be inclined to evaluate the employee rsquo s performance based on this inflated recent performance. Anything less than a complete and accurate performance evaluation will not help to improve the employee rsquo s performance and may actually be damaging to the company in the event of an employment related law suit.

where to begin.

communicate the expectations.

Job descriptions, job training and general orientation all help to get the new employee off to a good start. As job responsibilities change and grow, this orientation step may need to be repeated from time to time to make sure the employee knows what is expected. observe and document performance all year. managers must observe and document employee job performance and conduct on a regular and on going basis.

Even seemingly minor offenses should be documented so that they may be referred to in the future if necessary. Because no one manager can remember all of the events that occur with each employee during an entire year, contemporaneous documentation is necessary. When a pattern develops in the documentation, problems may be identified and corrected before they become too big. Furthermore, complete documentation helps the evaluator to recall the events that occurred throughout the year so that the annual evaluation may be based on documented evidence of performance. give warnings and counseling when needed. don rsquo t wait until the annual performance evaluation to tell an employee about a performance problem.

When the employee rsquo s documentation shows a pattern of performance or conduct problems, the manager should counsel the employee and explain the need for improvement. Verbal and written warnings should be used as often as needed to correct performance and should always be documented in the employee rsquo s personnel file. review all available documentation. before the annual performance evaluation, the manager must review all available performance documentation. The more complete the documentation, the more accurate and objective the performance evaluation will be.