Many employers evaluate their employees’
performance at some point during the em-
ployment relationship, such as annually or
at the conclusion of an introductory period.
Often, however, these employers conduct
performance reviews as a matter of course
without knowing why it is important to do
so. Some supervisors and managers also are
unaware of legal issues associated with con-
ducting performance evaluations thoroughly
and accurately.
Why Are Performance Evaluations
Important?
Improving employees’ performance is the
primary reason for conducting performance
evaluations. Most employees want to un-
derstand where they are succeeding in their
jobs and where their performance could be
improved. Providing employees with regular
feedback allows them to enhance their dem-
onstrated skills and improve in areas where
needed. It also increases productivity.
Another important reason for conducting
formal evaluations is to create a written re-
cord of an employee’s performance. When a
personnel decision must be made -- whether
positive or negative -- it is important to have
a written record of the employee’s perfor-
mance to substantiate the action taken.
Documenting good performance justifies
favorable action if challenged by another
employee who does not receive the same
benefit. Similarly, if a disgruntled em-
ployee sues or files an agency charge, written
performance reviews, if done properly, can
provide crucial evidence for the employer,
particularly when the dispute is perfor-
mance-related.
To be effective, performance evaluations
should include the following: (1) an evalu-
ation of factors relevant to the performance
of the job; (2) an objective, honest, and
accurate description of the performance
that pinpoints specific facts and behavioral
examples; and (3) the identification of
performance or developmental goals that
are specific, measurable, and time-bound.
Employers should consider creating a writ-
ten “checklist” for evaluators to ensure each
of these elements is covered.
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