Employee Evaluation Checklist
Learning Objectives:
  1. Define what is meant by the term performance evaluation.
  2. Discuss various types of rating errors that raters can make in performance evaluation programs.
  3. Compare the advantages of various performance evaluation techniques.
  4. Explain the role of a manager and his or her subordinate in a management by objectives program.
  5. Describe the process of and skill required for a feedback interview.
Requirements of the Performance Evaluation
  • Measure progress and ability
  • Tie the appraisal to the employee's job
  • Be objective
  • Build on your employee's strengths
  • Meet legal requirements
As a supervisor, you assume the role of a coach. As a coach, you can help your employee in the following ways:
  • Identify current or potential problems that may be affecting performance
  • Generate possible solutions and map a plan to improve performance
  • Build on employee strengths
Questions to ask while Preparing for the Performance Evaluation
  • What results do I want?
  • What contribution is my employee making?
  • What contribution should my employee be making?
  • Is my employee working near his/her potential?
  • Does my employee know clearly what is expected?
  • What training, if any, does he/she need?
  • What are my employee's strengths?
  • How has my performance helped or hindered him/her?
7-Step Process of Writing the Performance Evaluation
  1. Review the job factors and rate them according to their degree of importance to the job.
  2. Establish performance standards that give objective criteria for appraising performance.
  3. Compare employee behavior to performance standards.
  4. Document specific performance which meets or exceeds the standards.
  5. Identify specific areas of improvement.
  6. Determine goals and objectives for the coming year.
  7. Summarize overall performance and developmental needs.
Conducting the Performance Interview
  • Put the employee at ease.
  • Ask for the employee's opinion.
  • Tell the employee what information you used to determine performance.
  • Present your assessment.  Provide positive and corrective feedback.
  • Identify specific areas for improvement.  Be candid.
  • Set specific goals.  Build on the employee's strengths.  Obtain agreement on major appraisal points.
  • Give the employee a day or more to respond and sign the evaluation.
Performance Level Standards
  • Superior: Performance consistently far exceeds established standards and expectations. Requires absolute minimum or no direction.
  • Commendable: Performance usually exceeds established standards and expectations. Minimal direction is required.
  • Satisfactory: Performance consistently meets established standards and expectations. Moderate direction is required.
  • Marginal: Performance sometimes meets established standards and expectations but not on a consistent basis. Requires more than moderate direction.
  • Unacceptable: Performance is consistently below established standards and expectations. Frequent direction is required. Substantial improvement is necessary to maintain employment.
Conclusion
The evaluation process, if viewed in a positive light and accurately reflects the employee's performance, can be an invaluable tool in identifying employee needs relative to training, counseling, corrective actions, etc. In addition, it provides employees with feedback on their performance, thus allowing them to grow professionally by focusing on the identified weaknesses. In order for the evaluation process to be viewed positively, the supervisor must acknowledge its value.