Performance Appraisals How to Conduct Effectively

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How to Conduct Effective Performance Reviews
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Session Objectives

• You will be able to
• Identify the importance and benefits of
  Performance Reviews
• Assess and prepare necessary documentation
• Set motivational performance goals
• Plan for effective appraisal interviews
• Conduct fair and beneficial reviews
• Avoid discrimination charges

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Session Outline

• Importance and benefits of reviews
• Avoiding discrimination
• Measuring and documenting performance
• Setting performance goals
• Preparing for and conducting performance reviews
• Dealing with different levels of performance

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Why Reviews Are Important

• Recognize accomplishments
• Guide progress
• Improve performance
• Review performance
• Set goals
• Identify problems
• Discuss career advancement

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Performance Review Benefits

• Reviews offer the company
• Documentation
• Employee development
• Feedback
• Legal protection
• Motivation system

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Performance Review Benefits (cont.)

• Reviews offer employees
• Direction
• Feedback
• Input
• Motivation

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Reviews and Discrimination

• Title VII
• ADA
• Other fair employment laws

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Discrimination (cont.)

• Failure to communicate standards
• Failure to give timely feedback
• Failure to allow employees to correct performance
• Inconsistency in measuring performance
• Failure to document performance objectively

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Performance Review Background

• Questions?

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Performance Review Forms

• Define performance expectations
• Describe measurement tools
• Use a rating system
• Cover specific examples
• Set measurable goals

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Measure Performance

• Measurement systems need to be
• Specific
• Fair
• Consistent
• Clear
• Useful

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Measure Performance (cont.)

• Systems can be
• Numerical
• Textual
• Management by Objective (MBO)
• Behavior oriented

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Document Performance

• Make sure documentation is objective
• Document performance of all employees
• Provide complete and accurate information
• Document performance on a regular basis

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Set Goals

• Based on job requirements
• Realistic
• Measurable
• Observable
• Challenging
• Prioritized

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Employee Input

• Employees take an active role
• Setting goals
• Designing action plans
• Identifying strengths and weaknesses
• Employees participate in the performance review
  meeting

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Preparation

• Employees
• Review performance
• Think about new goals
• Supervisors
• Review performance
• Complete written appraisal
• Think about new goals
• Schedule time and place

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Start the Meeting

• Lay out agenda
• Encourage input
• Give good news first
• Discuss impact on compensation

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Presentation Tips

• Focus on job performance
• Give objective examples
• Invite responses
• Listen actively
• Create we mentality

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During the Meeting

• Review performance
• Based on previous goals
• Discuss strengths and accomplishments
• Identify areas for improvement
• Set goals
• Based on company goals
• Build on areas that need improvement

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End the Meeting

• Encourage good performance
• Lay out action plan
• Communicate outcome of goals not met
• Confirm understanding

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Review Process

• Questions?

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Continuous Feedback

• Formal reviews
• Informal reviews
• Open communication

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Recognize Good Performance

• Verbal
• Public
• Tangible
• Monetary

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Identify Poor Performance

• Act early
• Take the right approach
• Deal with employee reaction
• Handle continued poor performance

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Discipline Poor Performance

• Recognize problems
• Talk with employee
• Follow company policy

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Handle Hard Cases

• Reviewing highly emotional employees
• Rating former peers

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Key Points to Remember

• You must conduct objective reviews on a scheduled
  basis
• Reviews tell employees how theyre doing and how
  they can improve
• Reviews help create a system of motivation and
  rewards based on performance

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Question Answer Session
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Thank You for Participating!
If you have further questions, please
contact Elaine Johnson, HR Director
949-862-6563 Tania Torres, HR Director
949-862-6564