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C.

Writing Effective Performance Evaluations

The two primary purposes of written performance evaluations are to provide a record

of performance and to provide guidance to the employee for improving performance. Here

are some general guidelines for writing effective performance evaluations.

1.

Preparing for the Evaluation

Evaluations should be done by immediate supervisors. The evaluator should gather

input from all supervisors with whom the employee interacts and review the employee’s

personnel records. Past evaluations can provide a basis for comparing current performance,

but the evaluation should focus on the period being evaluated. Employee self-evaluations

provide useful information about the employee’s perspective.

2.

Writing the Evaluation

Whether on a standard form or narrative format, a performance evaluation should

analyze all relevant employee skills separately and use objective factors (i.e., sales records,

attendance records) when available. The employee’s performance should be considered in

relation to the job that she is doing and not to the employee’s peers. Evaluators should be

clear and candid in assessing past performance and provide specific examples when noting

exceptional or below-standard performance. Ignoring or underplaying performance problems

defeats the primary purposes for doing performance evaluations. Effective performance

evaluations not only record current performance, but also define future expectations and

goals.

3.

The Evaluation Meeting

The evaluation should be provided to the employee in adequate time in advance of the

evaluation meeting for review. The employee should always be allowed the opportunity to

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