Be prepared for some common challenges of the appraisal process
Set effective goals with employees
Think about your last review:
What thoughts come to mind?
What went right, what went wrong?
An iterative process of goal-setting, communication, observation and evaluation to support, retain and develop exceptional employees for organizational success. Performance Management Communicate Observe Evaluate Set Goals
Why Manage Performance?
Curb or redirect non-productive activities
Encourage and reward behaviors aligned with organizational mission and goals
To reach organizational mission and goals
What do Employees Expect?
Positive/constructive feedback on a regular basis
Involvement in goal setting
Be treated fairly and consistently
Sharing of information and resources
Job/career enrichment opportunities
Planning for the Process
Review employee’s job description
Understand the performance measurement system
Review notes from the year
Understand employee expectations
Types of Appraisal Forms
Forms are available online at:
4 - Excellent (Exceeds Standards)
3 - Good (Fully Meets Standards)
2 – Acceptable (Usually Meets Standards)
1 – Unsatisfactory (Fails to Meet Standards)
Excellent ( Exceeds Standards )
Clearly considered to be exceptional performers.
Consistently exceed the communicated expectations of the job function, responsibility or goal.
Demonstrate unique understanding of work beyond assigned area of responsibility.
Identify needs and provide unique, innovative and workable solutions to problems.
Achievements and abilities are obvious to subordinates, peers, managers and customers.
Good ( Fully Meets Standards )
These employees are “on track” and fully achieve expectations.
Independently and competently perform all aspects of the job function, responsibility, or goal.
Performance consistently meets the requirements, standards, or objectives of the job.
Occasionally exceeds requirements.
Recognizes, participates in, and adjusts to changing situations and work assignments.
Acceptable (Usually Meets Standards)
Generally meet expectations required for the position.
Competently perform most aspects of the job function, responsibility or goal.
May require improvement in one or two areas of consistent weakness.
Employee requires coaching in a weak area or may need additional resources or training to meet expectations.
Unsatisfactory (Fails to Meet Standards)
Employees with this rating fail to satisfactorily perform most aspects of the position (or function).
Performance levels are below established requirements for the job.
Employee requires close guidance and direction in order to perform routine job duties.
Performance may impede the work of others and the unit.
A performance improvement plan must be submitted to OHR.
Scheduling the Meeting
Filling out the Form
Behaviors vs. value judgments
Align categories on form with employee’s job responsibilities
Setting Effective Goals
Communicate Observe Evaluate Set Goals
Performance Appraisal Practice
Review Performance Appraisal for items that are:
Refer to employee background
Rewrite Performance Appraisal using tools reviewed today
Make sure to fill out the form completely including the Goals section
Common Performance Appraisal Challenges
Conducting the Meeting
Review rating system
Discuss employee’s self review
Let employee talk
Be aware of all three parts of the messages you send:
Stay focused on performance
Dates to Remember
Appraisals due to your HR contact before May 1, 2009
Review form with HR contact before meeting with employee
No reclassifications between April 1 and July 31, 2009