2. - To develop and distribute effective
performance reviews in order improve
employee retention and satisfaction in
the workplace.
3. Types of Reviews
Why are they necessary?
When to conduct a
review
What an Effective
Performance Review
Entails
Where to start
Assessment/Evaluation
Forms
Expectations
4. 90-Day Reviews
› New hires stay on track
› Is it the right job fit for the employee
Annual Reviews
› Are employee/employer goals being met
› Develop action plan to progress into the
future
5. 90-day Review
› Depending on workload
› Should be done for every new hire or
employee moving into a new position
6. In addition to the 90-Day Review, one of these methods will also
be used
All at once
› All employee reviews are done during the same
time period despite the hire date
› Less interruption throughout the year
Anniversary of Hire Date
› Space out reviews
› Allow for more thorough evaluation
7. Discuss the strengths & weaknesses of each
Employee
Address concerns (Present/Future) that the
employee or manager may have
Discuss previous goals of employees and how
they have or haven’t been met
Highlight leadership skills and progress
employees display
Create New Goals
› Develop an Action Plan
› Promotions/Career Advancement Opportunities
8. Thorough Review of employee’s
contribution to the workplace
› Allow yourself enough time to provide a
clear evaluation
Individual Employee Evaluation Form
› Quality/Quantity of work performed
› Strengths/Weaknesses
› Punctuality/Attendance
› Implementation of everyday procedures
9. Distribute a short self-assessment
questionnaire to employees being
evaluated
Allow employees to rate themselves on
specific areas of work
› Environment
› Satisfaction
› Goals
› Strengths/Weaknesses
Collect from employees AFTER you have
completed your own employee evaluation
10. Quiet
Away from Distraction or interruption
One-on-One – No Co-workers present
11. Create the Proper Setting
Have all paperwork Ready
Review and discuss the Employee’s Self-Assessment
› Allow them to speak freely
› Concerns/Accomplishments
› Strengths/Weaknesses
› Interests
Review and discuss Manager Employee Evaluation
› Be thorough
› Be clear - don’t beat around the bush
› Answer their questions
› Address theirs and your concerns
12. Compare the Employee’s Assessment and Your
Evaluation
› Focus on the areas where you differed in your evaluations
Discuss a possible action plan that involves both
future goals of employee and Four Square
› Nothing needs to be decided necessarily
› Follow-ups on areas discussed in this action plan will occur
over time until the next review
› Time-frames for follow-ups should be included in this
discussion
30 minutes time frame – do not exceed 1 hour
› Lose sight of the goal of the Review
› Loss of Productive Time
13. Employees have new goals
Employees are aware of the progress
they have made and areas that need
attention
Managers are made aware of concerns
or issues within the department
Four Square will have an idea of their
options for promoting from within
Ideas for excellence and improvement
are developed for Four Square
14. Questions
1. What are 2 types of reviews that you will conduct for
each employee?
2. What is the importance of a 90-Day review?
3. When should you collect the Assessment Form from
the employee?
4. Name 2 of the 3 requirements for the proper setting
to conduct a performance review.
5. Ideally, how long should a performance review be?
15. Answers
1. 90-Day Review and Annual Review
2. New hires stay on track, Right employee/job fit
3. After you have completed your own Employee
Evaluation Form
4. Quiet, Away from distraction/interruption, one-on-one –
no coworkers
5. 30 min – no longer than 1 hour
