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Revised Performance Review Process

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Denise Tucker
Denise Tucker
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Performance Review Process
Assessing Performance Performance is most effectively assessed through regular check-in sessions: • Allows you to determine whether critical elements of the job are being met • Encourages clear communication of goals & objectives • Allows employees to express concerns or constraints • Identifies tools or resources needed for improvement • Allows for coaching, guidance, & support
Techniques – Red Light, Yellow Light, Green Light Strategy • RED (20) – YELLOW (60) – GREEN (20) • Red – Below-average contribution • Yellow – Average contribution • Green – Top contribution
Overview of the Performance Review Process 1. Review all relevant information & data on performance 2. Document feedback on strengths & areas for improvement 3. Complete ratings for the review period 4. Create SMART objectives for next review period 5. Prepare for feedback session with employee 6. Communicate your expectations for improvement (verbally and in writing) 7. Encourage employee to commit to resources you will provide to help achieve success
Performance Management Process Planning & Goal Feedback & Coaching Performance Review Setting Performance is evaluated for Business objectives Feedback is information achievement of goals & cascade down each level about behavior that helps demonstrated behaviors. all the way to individual employees understand their Successful reviews contributors – so that effectiveness in meeting goals. are the result of good everyone has meaningful Coaching is manager input communication between manager goals aligned with & guidance to help employees & employee throughout the the strategy. Improve performance. performance period. Goals are defined & coaching for improvement is provided.
Performance interviews should make every employee aware of the importance of the contribution they are expected to make.

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Revised Performance Review Process

  • 2. Assessing Performance Performance is most effectively assessed through regular check-in sessions: • Allows you to determine whether critical elements of the job are being met • Encourages clear communication of goals & objectives • Allows employees to express concerns or constraints • Identifies tools or resources needed for improvement • Allows for coaching, guidance, & support
  • 3. Techniques – Red Light, Yellow Light, Green Light Strategy • RED (20) – YELLOW (60) – GREEN (20) • Red – Below-average contribution • Yellow – Average contribution • Green – Top contribution
  • 4. Overview of the Performance Review Process 1. Review all relevant information & data on performance 2. Document feedback on strengths & areas for improvement 3. Complete ratings for the review period 4. Create SMART objectives for next review period 5. Prepare for feedback session with employee 6. Communicate your expectations for improvement (verbally and in writing) 7. Encourage employee to commit to resources you will provide to help achieve success
  • 5. Performance Management Process Planning & Goal Feedback & Coaching Performance Review Setting Performance is evaluated for Business objectives Feedback is information achievement of goals & cascade down each level about behavior that helps demonstrated behaviors. all the way to individual employees understand their Successful reviews contributors – so that effectiveness in meeting goals. are the result of good everyone has meaningful Coaching is manager input communication between manager goals aligned with & guidance to help employees & employee throughout the the strategy. Improve performance. performance period. Goals are defined & coaching for improvement is provided.
  • 6. Performance interviews should make every employee aware of the importance of the contribution they are expected to make.