How to Score a Performance Review
Performance reviews can be a contentious subject in the workplace. They make employees feel judged, and they can affect employee raises and other benefits packages. It's important that performance reviews be scored consistently and fairly. For many supervisors this can be a problem, since employees are individuals and often hard to compare.
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Instructions
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1
Decide what will be measured by your performance review. It's best to focus on a handful of important job requirements rather than a wide range. Time permitting, make sure all employees know what you intend to focus on.
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Choose a range of grades---such as A/B/C or exceeds/meets/does not meet---to measure performance in each category. The label is largely unimportant, as long as you have measurable categories.
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Set concrete and objective metrics that determine where an employee's performance falls within your range of grades. Use numbers as metrics where possible. If not possible, write a detailed description of what performance within each range looks like.
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Observe the employee with the metrics, grades, and job description in mind. It's better to observe the employee informally over several sessions than to hold a single, formal assessment. This will let you grade the employee naturally rather than while she knows she's being observed.
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Compare your notes and recollections from your observations against the metrics you've set. Score your employee accordingly.
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Tips & Warnings
Once you've set up your metrics and categories, it can be helpful to create a standardized form for grading performance. For example, if you decided an excellent customer service representative routinely does five things you can have a sheet with check boxes next to a list of those five traits. While observing, check off the boxes as you see the action being performed.
