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Performance Evaluation Policy

Performance Evaluation Policy. Macon County. Performance Appraisal is a process... Not a form or document. Purpose of Performance Evaluations. Provide feedback to employees about their performance Recognize employees for excellence in job performance

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Performance Evaluation Policy

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  1. Performance Evaluation Policy Macon County

  2. Performance Appraisal is a process... Not a form or document

  3. Purpose of Performance Evaluations • Provide feedback to employees about their performance • Recognize employees for excellence in job performance • Encourage and improve communication between employees and supervisor • Provide Employees with specific and clear direction on what they must do in order to effectively perform the job • Provide systematic information for future personnel actions such as promotional, etc.

  4. Other benefits of Performance Evaluations • Motivating superior performance • Counseling poor performance • Encouraging coaching and mentoring • Confirming that good hiring decisions are being made • Providing legal defensibility for personnel decisions • Improving overall organization performance

  5. Why Performance Evaluations don’t always work as well as they should: • Bad News • Adverse Impact • Personal Reflection • EEO Terror

  6. Elements of an Effective System • Support • Motivation • Communication • Collaboration • Fair treatment • Documentation • Formality • Accountability • Consistent with organizations core values and purpose

  7. YOUR ROLE: • Bridge • Attitude is key to success • Provide necessary resources • Provide meaningful feedback • Provide recognition • Provide opportunity for growth • Listen

  8. Where to Begin: • Communicate the expectations • Observe and document performance all year. • Give warnings and counseling when needed—don’t wait

  9. Avoiding Potential Pitfalls • State facts – not conclusions • Avoid using vague language • Be specific • Focus on behavior and actions—not personalities

  10. Diligent Documentation • Create a paper trail • Concrete and specific, include dates, times, places, names, etc. • Accurate and not exaggerated • Focus on behavior, performance, conduct, and productivity • Job related • Document noteworthy events • Provide on-going feedback- no surprises • Keep Criticism Constructive • Follow consistent pattern • Get employee input • Keep cool and stick to the facts

  11. NOTE: Don’t put anything in writing that you would not want to be read aloud in a public courtroom.

  12. Assessing Performance • Points to consider • Has the employee met the requirements • How do you know this • What is the supporting evidence • How can the employee do better • Consider possible reasons for poor performance • Did employee receive adequate performance • Does the employee have the skills to perform the job • Did the employee understand the expectations

  13. Common Appraisal Errors • The Recency Error • The Similar-to-Me Error • The Different-From-Me Error • The Primary Error • The Halo Effect • The Contrast Error • The Leniency or Strictness Error • Central Tendency Error • Status Effect

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