How to Complete a Job Evaluation
How do you know when your employees are doing a satisfactory job or if their performance needs improvement? At least once a year, you should perform a job evaluation, also known as a performance review. Evaluations are a joint effort. It is an opportunity for your employees to get feedback on how you believe they are performing, for them to assess their personal accomplishments and to plan for future improvements or to set new goals.
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Instructions
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Identify organizational goals or principles that each employee should be integrating into their daily work. These are goals outside of the employee's individual goals (i.e. commitment to public service, accountability, transparency, accuracy in service delivery, etc.) These items can usually be extracted from the company's mission statement.
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Determine what areas of the job need to be assessed. Basic components usually include three to five primary goals of the employee's position and training or experience obtained. This information can most likely be found in the employee's job description.
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Include a forum for the employee to comment on what additional training she feels she needs and her ideas on what her future goals should be.
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Determine how you will rate these areas. Some employers create a point scale because the number of points an employee receives translates to the level of salary increase he receives. Some choose to use a basic rating scale, with levels like excellent, satisfactory and unsatisfactory.
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Communicate the areas that are being assessed and the chosen rating scale to the employee. Ask him or her to rate themselves on the areas chosen. You should rate them on these items separately. Be honest yet provide feedback on how an employee can improve in any necessary areas.
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Once all assessments are complete, schedule a meeting to discuss the ratings. If an employee disagrees with some of the ratings, allow him or her to provide a written statement about why they disagree. You can choose to reconvene about the concerns to discuss them further or if you believe the rating is accurate, attach the statement as an addendum.
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Once all sections are complete, you and the employee should sign and date the form. Your human resources department should receive a copy of the evaluation for the employee's file.
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Tips & Warnings
Evaluations can be stressful for employees. Be supportive. The employee should see the evaluation as an opportunity to show all of their accomplishments as well as being honest about areas they want to increase focus or improvement upon. In order to arrive at a process that will be effective from year to year, seek feedback from the employees about how they felt the process went. It is helpful to have your Human Resources Department manage this process in order to obtain the most honest feedback. Most employers perform evaluuations
An employee has the right to disagree with feedback. Whether from employee or employer, all conjecture should be documented and included with the evaluation.
