This document discusses employee performance evaluations. It explains that evaluations are used to reward high-performing employees, provide feedback to employees not meeting expectations, and create a pay-for-performance culture. The document outlines setting expectations, identifying areas for improvement, the legality of evaluation documents, and provides an example evaluation and development plan. It emphasizes open communication, setting goals and training plans to aid improvement.

1. EMPLOYEE
PERFORMANCE
EVALUATION
Malvika Malhotra
HR Associate
CSC

2. WHY EVALUATE SOMEONE!
 Reward employees who meet or exceed
performance standards
 Employees aren't meeting expectations a
baseline to learn how to improve in order
to be viewed as successful in the future.
 Key measurement for creating a pay-for-
performance culture within an
organization

3. SETTING EXPECTATIONS
 Supervisors evaluate actions and
behaviors of the previous year and map
out future goals and expectations
concerning the employee's performance
 Being Candid about Deficiencies
 Open Communication and laid down
ground for future growth

4. AREAS FOR IMPROVEMENT
 Address clearly the areas for
improvement
 Setting up performance improvement
tasks and work together on proposed
resolutions
 Setting up trainings for skill development

5. LEGALITY OF PERFORMANCE
EVALUATION DOCUMENTS
 Detailed documents could assist the
HRG’s in building the case for showing low
performance.
 Could be use for termination
 Outlining the expectations further
evidence that the supervisor supporting
the performance improvement initiatives

6. EMPLOYEE PERFORMANCE
EVALUATION DOCUMENT-EXAMPLE
 Please see your handouts

7. WRITING A DEVELOPMENT
PLAN-EXAMPLE
 Based on the above performance evaluation, there are many areas of improvement that have been identified, and it is
suggested that there is a focused and dedicated effort, with regular tracking and feedback to ensure that performance
increases across the areas of improvement and Katie is able to perform in a more efficient and effective manner. In addition
to this, some training sessions have been identified that would help Katie gain the skills that are needed that would help her
increase effectiveness and help perform closer or higher than expectations.

 Plan for next 3 months
 Katie would work very closely with her supervisor with weekly reporting on progress on areas of filing, distribution of mails, log
checks, personnel forms and input applications to monitor and track progress. Both of them would work together to see areas
where mistakes are being committed, and see how they can be made better and implement them. The goal of this first phase
is to ensure that there is a marked improvement in these areas along with effective and immediate feedback that can be
implemented.

 Plan from 3rd to 6 month
 The next three months would be focused on keeping up with things learnt from first three months and then including other
areas that need improvement from above grid. This would be followed and tracked and Katie and supervisor would work
together in a proactive manner to ensure that her performance is improved and she is able to impact the department in a
positive manner.

 Plan from 6th month to end of next year
 The next six months Katie would work independently, but the focus being to implement learning’s and ensuring that
performance is as per expectation. There would be a fortnightly review with supervisor to discuss any issues being faced and
to discuss solutions so that she is able to perform well.

 Recommended trainings and skill gain initiatives
 To attend effective secretarial course within first two months
 To schedule sessions twice a month with senior receptionists to ask questions and gain inputs on best practices that would help
address problems being faced

8. QUESTIONS?????????

9. THANKS AMANDA!
 Need More Help with Performance
appraisals:
 Contact: Amy Zimmerman-HR Business
Partner-CSC-Consulting LOB