How to Conduct Effective Performance Reviews

1. How to Conduct Effective Performance Reviews

2. Session Objectives • You will be able to: • Identify the importance and benefits of Performance Reviews • Assess and prepare necessary documentation • Set motivational performance goals • Plan for effective appraisal interviews • Conduct fair and beneficial reviews • Avoid discrimination charges

3. Session Outline • Importance and benefits of reviews • Avoiding discrimination • Measuring and documenting performance • Setting performance goals • Preparing for and conducting performance reviews • Dealing with different levels of performance

4. Why Reviews Are Important • Recognize accomplishments • Guide progress • Improve performance • Review performance • Set goals • Identify problems • Discuss career advancement

5. Performance Review Benefits • Reviews offer the company: • Documentation • Employee development • Feedback • Legal protection • Motivation system

6. Performance Review Benefits (cont.) • Reviews offer employees: • Direction • Feedback • Input • Motivation

7. Reviews and Discrimination • Title VII • ADA • Other fair employment laws

8. Discrimination (cont.) • Failure to communicate standards • Failure to give timely feedback • Failure to allow employees to correct performance • Inconsistency in measuring performance • Failure to document performance objectively

9. Performance Review Background • Questions?

10. Performance Review Forms • Define performance expectations • Describe measurement tools • Use a rating system • Cover specific examples • Set measurable goals

11. Measure Performance • Measurement systems need to be: • Specific • Fair • Consistent • Clear • Useful

12. Measure Performance (cont.) • Systems can be: • Numerical • Textual • Management by Objective (MBO) • Behavior oriented

13. Document Performance • Make sure documentation is objective • Document performance of all employees • Provide complete and accurate information • Document performance on a regular basis

14. Set Goals • Based on job requirements • Realistic • Measurable • Observable • Challenging • Prioritized

15. Employee Input • Employees take an active role: • Setting goals • Designing action plans • Identifying strengths and weaknesses • Employees participate in the performance review meeting

16. Preparation • Employees: • Review performance • Think about new goals • Supervisors: • Review performance • Complete written appraisal • Think about new goals • Schedule time and place

17. Start the Meeting • Lay out agenda • Encourage input • Give good news first • Discuss impact on compensation

18. Presentation Tips • Focus on job performance • Give objective examples • Invite responses • Listen actively • Create “we” mentality

19. During the Meeting • Review performance: • Based on previous goals • Discuss strengths and accomplishments • Identify areas for improvement • Set goals: • Based on company goals • Build on areas that need improvement

20. End the Meeting • Encourage good performance • Lay out action plan • Communicate outcome of goals not met • Confirm understanding

21. Review Process • Questions?

22. Continuous Feedback • Formal reviews • Informal reviews • Open communication

23. Recognize Good Performance • Verbal • Public • Tangible • Monetary

24. Identify Poor Performance • Act early • Take the right approach • Deal with employee reaction • Handle continued poor performance

25. Discipline Poor Performance • Recognize problems • Talk with employee • Follow company policy

26. Handle Hard Cases • Reviewing highly emotional employees • Rating former peers

27. Key Points to Remember • You must conduct objective reviews on a scheduled basis • Reviews tell employees how they’re doing and how they can improve • Reviews help create a system of motivation and rewards based on performance

28. Question & Answer Session

29. Thank You for Participating! If you have further questions, please contact: Elaine Johnson, HR Director 949-862-6563 Tania Torres, HR Director 949-862-6564