COMPLETE THE PERFORMANCE CYCLE

 

The end-of-cycle evaluation is much more than an exercise of filling out forms. Staff members deserve to have timely feedback so that they can reflect on lessons learned and develop a roadmap for moving forward. Honest and consistent ratings and comments help to give meaning to the process.

 

one Set up a face-to-face meeting
Remember that end-of-cycle conversations between managers and staff members set the tone for the working relationship going forward.

two

Encourage self-assessments
It is good practice for staff members to review and list their challenges and accomplishments over the past year. Self-assessments also give managers a more complete picture for their evaluations.

three

Have an open and complete discussion of the performance from the entire cycle
Acknowledge the contributions and challenges from the entire performance period.

four

Use the evaluation for improvement
Give suggestions and direction that will advance the staff member’s performance in the next cycle. Remember that managers are responsible for evaluating performance fairly and consistently. In some cases feedback from additional supervisors is also taken into account. Fully review that feedback and consider it in your evaluation.