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Saturday, December 8, 2012

PERFORMANCE EVALUATION INTERVIEWS: PRE-EVALUATION INFORMATION


The Performance Evaluation is the interview that we will touch on next.  This is an interview that will provide rated feedback to an employee on their performance.  Because of the amount of material involved in these interviews, I am going to break this topic into three parts:  Pre-Evaluation Information, The Evaluation Document and Providing the Interview   I have been a participant in this type of interview in various jobs over the many years.  I am sure you have too.  Please feel free to comment about experiences you have seen at your own workplace down below.

PERFORMANCE EVALUATION INTERVIEWS:  
PRE-EVALUATION INFORMATION

These interviews are an important tool for anyone in management or Human Resources.  An employee without feedback will find growth difficult.  It would be challenging for an employee to ascertain what they are doing right when compared to where they could use improvement without the help of someone that can see their work in the context of the organization.  These evaluations are a manager’s opportunity to provide an employee with their expectations and to advise them where their performance is in relation to said expectations.  Lastly, it is a chance to discuss the goals and career aspirations of your employee, to get an idea of how they want to use their talents.

Six to Twelve Months Before the Evaluation

A proper Performance Evaluation and the corresponding interview are not built in a day or a week.  It is built over a period of months as you observe and document the accomplishments of an employee, nurture your professional relationship with them, and provide occasional advice to your employee at the time it is needed.  You should not expect to sit down to write an accurate evaluation or to have and effective conversation with your employee if you have not put in the necessary time.  It is suggested that you pick a time out, at least bimonthly, to jot down a list of specific accomplishments or major tasks that an employee has completed over that most recent period.  This will be handy to save and come back to when you are ready to make the evaluation

Tracking and Monitoring

During the period between evaluations, you will want to be sure to have systems in place to track and monitor the actions of your employees.  This can be as simple as a notepad with the numbers of hours worked on a specific project each day or as complex as a database that can be mined for trends.  Having numerical trends that you can follow with help you figure out what the employee has been able to do and how it compares against their expectations.  You may also have subjective data that you can look at such as customer survey responses, which can help you in formulating your opinions for an evaluation.

There is more to see.  In the next segment, we will look at the Evaluation Document.

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.





Disclaimer:  The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes.  Do not take what I am writing as advice.  Seek your own legal counsel and/or see a tax accountant before making business or personal decisions.  The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.


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