Performance Review Tips

Determine the most important message that you wish to convey regarding the past year and the future.

Identify the most important criteria for each position.

Save examples of employee performance throughout the year, either in a paper file or electronic folder and refer to these as you prepare the evaluation.

Consult with the employee and with others as appropriate to gather information that make your review comments more accurate and concrete. If the employee had served on a committee or worked on a significant project outside of your area, ask the committee chair or project head for feedback.

When selecting a rating, ask yourself;

o WHAT are my basic expectations for this responsibility/position?
o In WHAT specific way, does this employee’s performance exceed or fail to meet these expectations?
o WHAT evidence am I providing that supports this rating?
o WHAT would it take for this employee to move up in rating?

Apply ratings honestly and consistently

Focus on the conversation with the employee. Make sure that you convey knowledge of and appreciation for their work and that the two of you seriously consider how they might best use their time in the coming year. Encourage staff to prepare for opportunities for development in their positions and through reassignment.

Jan.16, 2003/jb

If you have any other questions, please feel free to contact:
Jo Bessler, Organizational Development Librarian 1-6680