Performance Evaluation
Resources
- Explain the purpose for the meeting.
To discuss the employee’s performance over the last year, the job expectations and the organization’s expectations. - Explain the process of the meeting.
- Review past performance. • Allow employee to share how they view their performance over the past year.
- Set performance expectations for the next appraisal period.
- Discuss developmental plans and activities that should be during the next appraisal period.
• Allow the employee to share ideas they have for strengthening their performance.
• Supervisor shares their evaluation
• Discuss difference and come to a common understanding. - Ask if the employee has any questions about how the meeting will proceed.
- Allow the employee to share the assessment of their performance.
- Listen carefully to the employee’s self-assessment.
- Focus the employee on specific behaviors, actions and results related to his/her performance.
- Share your appraisal and overall rating.
- Provide effective performance feedback.
- Focus on behaviors, actions, and results.
- Reinforce positive performance results.
- Direct critical performance feedback toward performance improvement.
- Guide the discussion of similarities and differences in the performance appraisal.
- Show interest in what the employee has to contribute.
- Ask questions to clarify and to gather information.
- Focus the conversation on performance improvement.
- Seek to understand why the employee chose the behaviors he/she did.
- Arrive at a common understanding on how you and the employee view his/her performance.
- When disagreements occur, ask questions to uncover the underlying reasons for the difference of opinion.
- Receive feedback and suggestions from the employee.
- Focus on the performance issues reported, not the person or personality.
- Carefully listen; take notes.
- Acknowledge the employee’s concern.
- Welcome suggestions.
- Remain open to feedback on your own behavior as a manager.
- Clarify any feedback that you receive from the employee on your own leadership.
- Set performance expectations for the next appraisal period.
- Discuss development activities for the next appraisal period.
- What support, resources or training does the employee need to meet expectations or goals?
- Close the meeting.
- Acknowledge your appreciation of the employee’s efforts.
- Review the performance expectations and developmental activities.
- Clarify the roles that you and the employee will take in regard to performance expectations and developmental activities and determine the next steps.
- 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?
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Professional Development and Learning
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Human Resources
Ph: 208-885-3602
Email: hr@uidaho.edu
Website: www.uidaho.edu/human-resources
Performance Evaluation Forms
Faculty
FSH 3320
- Annual Performance Evaluations and Salary Determination of Faculty Members
- Performance Evaluation of Academic Administrators