Authoritative eBook answers to today's business problemseBook
# 20-05Final Important Steps In
Any Appraisal Session
Written and Compiled By: Gene Levine Associates - Management Advisors - Since 1965
Authoritative eBook answers to today's business problemseBook
# 20-05Final Important Steps In
Any Appraisal Session
Written and Compiled By: Gene Levine Associates - Management Advisors - Since 1965
SYNOPSIS
There are many standard activities any manager or supervisor performs throughout the day. Each of these activities knowingly or unknowingly involves a deliberate act of appraisal. The point is that performance appraisal is not an occasional or chance occurrence; it is an integral part of your job. The Appraisal Review session therefore is the formal culmination of all other appraisal activities.
The purpose of any appraisal is to provide the opportunity for review and documentation of individual employee performance. The goal of the appraisal session should be to make it a developmental tool which will assist employees in identifying areas where s/he need to make improvements so s/he might achieve their highest potential.
After reading this eBook and apply its wisdom, ideas, suggestions, examples, tools and proven approaches, you will be able to wrap up your Appraisal Session and have the person you just appraised walk out the door energized and committed to improving his or her performance and therefore his or her future.
TABLE OF CONTENTS
INTRODUCTION
A. A REVIEW OF THE EXAMPLE EVALUATION FORM (Provided)
B. JOB CATEGORIES TO BE EVALUATED
C. THE 5 EVALUATION CHOICES
D. RATING CRITERIA DEFINITIONS
1... Clearly Outstanding.
2... Exceeds Expectations
3... Meets Expectations
4... Needs Improvement
5... Unacceptable
E. IT’S PART OF YOUR JOB TO FORMALLY RATE YOUR EMPLOYEES
F. HOW TO OBJECTIVELY USE THE RATING SYSTEM
1. Carefully Read The Five Multiple Choice Rating Descriptions
2. The Best Time To Rate The Employees Is . . .
3. Share Evaluations And Prepare To Discuss Them
4.
Do This If The Employee Has Filled Our Their Own Evaluation
And Discussion Guide Forms.
5.
Do And Say This If The Employee Has Decided Not To Fill
Our Their Own Evaluation And Discussion Guide Forms
6. Provide Feedback
7. Sign The Forms And End The Meeting
8. Bring Form to Human Resources Office
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