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U of I Retirees Association

UIRA has a membership of nearly 500 from every part of the University. Learn about UIRA

Physical Address:
Bruce Pitman Center
Room 041

Mailing Address:

875 Perimeter Drive MS 4241
Moscow, ID 83844-4241

Training Coordination:
208-885-2323
Email

Training Records/LMS:
Phone: 208-885-2323

Map

Performance Evaluation

Resources

  1. Explain the purpose for the meeting.
    To discuss the employee’s performance over the last year, the job expectations and the organization’s expectations.
  2. Explain the process of the meeting.
    1. Review past performance.
    2. • Allow employee to share how they view their performance over the past year.
      • Allow the employee to share ideas they have for strengthening their performance.
      • Supervisor shares their evaluation
      • Discuss difference and come to a common understanding.
    3. Set performance expectations for the next appraisal period.
    4. Discuss developmental plans and activities that should be during the next appraisal period.
  3. Ask if the employee has any questions about how the meeting will proceed.
  4. Allow the employee to share the assessment of their performance.
    1. Listen carefully to the employee’s self-assessment.
    2. Focus the employee on specific behaviors, actions and results related to his/her performance.
  5. Share your appraisal and overall rating.
    1. Provide effective performance feedback.
    2. Focus on behaviors, actions, and results.
    3. Reinforce positive performance results.
    4. Direct critical performance feedback toward performance improvement.
  6. Guide the discussion of similarities and differences in the performance appraisal.
    1. Show interest in what the employee has to contribute.
    2. Ask questions to clarify and to gather information.
    3. Focus the conversation on performance improvement.
    4. Seek to understand why the employee chose the behaviors he/she did.
    5. Arrive at a common understanding on how you and the employee view his/her performance.
    6. When disagreements occur, ask questions to uncover the underlying reasons for the difference of opinion.
  7. Receive feedback and suggestions from the employee.
    1. Focus on the performance issues reported, not the person or personality.
    2. Carefully listen; take notes.
    3. Acknowledge the employee’s concern.
    4. Welcome suggestions.
    5. Remain open to feedback on your own behavior as a manager.
    6. Clarify any feedback that you receive from the employee on your own leadership.
  8. Set performance expectations for the next appraisal period.
  9. Discuss development activities for the next appraisal period.
    1. What support, resources or training does the employee need to meet expectations or goals?
  10. Close the meeting.
    1. Acknowledge your appreciation of the employee’s efforts.
    2. Review the performance expectations and developmental activities.
    3. Clarify the roles that you and the employee will take in regard to performance expectations and developmental activities and determine the next steps.
  11. Allow the employee to make written comments on the appraisal. Ensure they receive a copy of the completed appraisal. 

  • Do you think you meet, exceed or fall below the performance standards on each major duty? 
  • Do you have questions about your job such as priorities or the purpose of particular activities or goals for the future? 
  • What barriers affect the performance of your job? 
  • How do you spend the majority of your time?
  • Is this the best use of your time? 
  • Are you doing anything that doesn’t seem to add value? 
  • What would be the impact if eliminated? 
  • Is there anything that you think you should be doing that you are not?
  • Are there any processes that you work with that should be changed to provide better customer service, eliminate waste or improve efficiency? 
  • How can I, as your supervisor, better help you to succeed? 

  • Am I looking at performance over the entire evaluation period? 
  • What performance standards were not met? 
  • What can be done to improve performance? 
  • What factors may have affected performance? 
  • What factors may have been beyond the employee’s control? 
  • Were expectations reasonable? Attainable? 
  • What performance expectations were met? Exceeded? List specific examples. 
  • How have I formed my opinions about the employee’s performance? 
  • Have I been fair and objective?

Physical Address:
Bruce Pitman Center
Room 041

Mailing Address:

875 Perimeter Drive MS 4241
Moscow, ID 83844-4241

Training Coordination:
208-885-2323
Email

Training Records/LMS:
Phone: 208-885-2323

Map