How to Perform an Effective Performance Evaluation

Performance evaluations are meant to be an objective assessment of an employee's work performance based on established criteria. They act as an official record of performance and can establish the basis for a promotion or salary increase. Most important in the evaluation, outside of the attributes in which employees are rated, is the person giving the evaluation. He or she must know the employee well enough to evaluate his or her performance.

Difficulty:

Moderate

Instructions

Things You'll Need

• Evaluation chart

1. Prepare an evaluation chart or survey. The questions should be based on job-related criteria. This is a good opportunity to communicate what it takes to excel in the role; that is, what makes the difference between a standard and mediocre performance evaluation.

2. Ask for help from the employee being evaluated. Give her time to prepare input.

3. Prepare a draft of your evaluation. The purpose is to allow your employee to review, input, and discuss the evaluation before submitting it.

4. Evaluate the employee's input. Discuss with your manager or administrator and make any necessary changes.

5. Meet with the employee to formally discuss the evaluation. Ask him or her to sign it and provide him or her with a copy signed by you, and your manger or administrator.

6. Send the original evaluation to Human Resources.

References

• EAST TENNESSEE STATE UNIVERSITY

Resources

• TMC Consulting: Performance evaluation example