PERFORMANCE EVALUATION TIPS FOR SUPERVISORS <DIV align=left> Comments are required for any ranking that is less than “3 or meets expectations” …
PERFORMANCE EVALUATION TIPS FOR SUPERVISORS
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Be honest and fair in evaluating all employees Be certain that you as the
supervisor have reviewed all of your employees in an objective and
consistent manner as individuals and relative to other employees in the
group The purpose of performance evaluations is to take a realistic
snapshot of the employees performance Dont say the employee is improving
if she is not performing well
Be consistent in your approach Dont create a situation where it appears
that you create excuses for one employee while holding another employee
accountable Define your criteria for each level of ranking and use the
same criteria for every employee Dont set separate criteria for certain
employees
Give your comments A ranking or number used to rank an employees
performance is useless without a written comment Comments are required for
any ranking that is less than 3 or meets expectations or rated 5 or
superior Comments may confirm achievements or be constructive depending
on the nature of the ranking
Make your comments consistent with the rankings Dont give someone a
meets expectations ranking if your comment describes a substandard
performance
Be
realistic Dont inflate ratings Inflation of ratings only inflates an
employees expectations
Rate the employees performance, not the employees attitude Keep your
comments job related and based on the employees ability to perform his/her
job Avoid phrases like bad attitude, hes not a team player, and other
subjective type comments Explain the behavior that is a result of the
attitude
Set goals with the employee Dont just criticize a deficient performer;
set goals for follow up and for improvement or development Work together
to create a plan of action to help the employee in deficient areas and to
establish goals for the coming year Set a follow up period and be sure to
reevaluate the employee at the appropriate time
A performance evaluation should motivate an employee to want to improve
The employee should feel excited about the challenges and his/her ability
to meet them If employees hear only about their failures and weaknesses,
theyll start to believe they cant succeed If employees get support and
encouragement from their supervisor, theyll gain the desire and confidence
to keep trying When the supervisors suggestions for improvement bring
results - and recognition - employees
are even more likely to listen to
future suggestions
There should be no surprises The evaluation should be a review of the past
years performance Through previous counseling and other communications,
the employee should be aware of any concerns you might have about their job
performance The annual evaluation should not be the first time the
employee learns of your concerns
One tool that may be used is to ask the employee to review his or her own
performance and expectations for the future by preparing a self-appraisal
They may complete the same evaluation form that the supervisor uses or may
draft a memo or list reviewing performance strengths and weaknesses and
future goals Having the employee go through the same exercise may make it
easier for him or her to understand the value of the evaluation process
Source:tehilla.com
