Are the expectation clearly communicated to the employee throughout the year? How? Some of these expectations can be found in job descriptions, job training, general orientation, and reorientation.
Have performance and conduct been observed and documented constantly and consistently all year? Even documenting minor instances will help you to discover patterns before they get bigger. This also ensures that the review will be fair – not based on only one event, or the most recent event.
Intervene when needed – counsel and warn appropriately (verbal and written – always documented).
Collect and organize all documentation before writing the review.
Write the review (at least one week prior to the performance evaluation meeting).
Get a Proofreader to verify correctness and objectivity. A second set of eyes will verify that you have been fair.
Let the employee speak! Discuss self- and manager evaluation (document the conversation).
Summarize the performance evaluation. Check for understanding.
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