Six Steps To Performance Reviews
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Sample performance appraisals should always provide a clear narrative on how the form is to be used. We begin this process here.
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These key areas, or core competencies, include:
Customer Focus – how well does he/she serve the customer?
Teamwork and Cooperation – works well with others?
Flexibility – willing to do whatever is asked and/or necessary to get the job done?
Resourcefulness – creative in seeking solutions?
Commitment – willing to do what’s necessary, and goes above and beyond the call of duty?
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The following rating scale was developed for our sample performance appraisals. This rating scale(1-5)is quite simple and easy to use:
- EXCEPTIONAL - The employee consistently and significantly exceeds expectations of the job in all areas.
- HIGHLY EFFECTIVE - The employee exceeds expectations in several areas on a regular basis.
- SOLID PERFORMANCE - The employee consistently fulfills expectations and at times may exceed expectations.
- NEEDS IMPROVEMENT - The employee’s performance does not consistently meet expectations. A performance improvement plan is required.
- NOT EFFECTIVE - Even with additional coaching and supervision, the employees performance does not meet expectations. Immediate improvement is required – final notice should be considered.
An easy rating scale of five numbers with clear definitions is something that everyone can appreciate and understand.
This 1-5 rating scale will ensure that everyone involved will be clear on exactly what each performance appraisal category actually means.
A clear rating scale limits any potential confusion or misinterpretation. It will also ensure that employees receiving unacceptable ratings can be easily identified so the manager will take clear action to address any issues.
It’s extremely important that employee’s know where they stand. Our sample performance appraisals will walk you through the entire process. Our 1-5 rating, combined with a clear action plan for future development and realistic goals, will support employees for the new year.
» Six Steps To Performance Appraisals - Part 3 of 6
Part 3 of our six-part series provides sound advice and quidelines for using appropriate language during the appraisal process.
» Six Steps To Performance Appraisals - Part 4 of 6
Part 4 of our series details how managers should properly prepare for the employee appraisal process.
» Six Steps To Performance Appraisals - Part 5 of 6
Part 5 of our series guides you through the process of establishing performance and employee development goals.
We're constantly on the lookout for highly effective human resource tools that we can recommend to our readers. Share your own helpful hints and tips here.
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