Presentation on theme: "2012 Performance Evaluation System. Why An Evaluation? O Set expectations between Supervisor and the employee. O Valuable tool for an employees in their."— Presentation transcript:
Why An Evaluation? O Set expectations between Supervisor and the employee. O Valuable tool for an employees in their progression as an employee with the City. O Coaching sessions. O Set goals that improve the employee’s job, the team, and the City.
Why An Evaluation? O Ongoing feedback. What is working. What isn’t working. O Documentation!
What is the Performance Evaluation Process O Performance Planning O Ongoing Coaching O Employees O Supervisors O Problem Solving and Documentation O Annual Performance Review
How Will I Rate My Employees? O The rating will range between 3 and 0 O 3 = Outstanding Performance O 2 = Satisfactory O 1 = Needs Improvement O 0 = Fails to Meet Expectations
Description of Performance O 3= Outstanding Performance O Describes those employees whose contributions to the City far exceeds their job expectations on a sustained basis. O 2= Satisfactory Performance O Job requirements are performed in a full and complete manner. O 1= Needs Improvement O Some improvement needed to fully achieve the expectations of the City and the job; an improvement plan will be or has been developed. O 0= Fails to Meet Expectations
Description of Performance O Always be honest (tactfully) and always job specific O Never, never use: O This employee is really not so much of a 'has- been', but more of a definite 'won't be'. O Needs more to do. Might I be so bold as to suggest looking for a job? O Has two brains: One is lost, the other is out looking for it.
Job Specific Evaluations O Evaluations are based on the job they are hired to do. O Clearly points out the critical tasks and key functions of the position. O Review the job description. Update if needed. O Employees in the same job position will be rated on the same job specifics.
Position Specific Evaluations O Review of Patrol Officer Position Specific Evaluation.
Pitfalls to Avoid in Evaluations O Halo Error O Horns Error (Opposite of Halo) O First Impression O Recency O Central Tendency O Leniency O Severity O Clone
To Avoid These Pitfalls O Keep documentation throughout the year, both on accomplishments and needs improvement. O Ask employees to keep documentation also. O Allow enough time before the review meeting to think and reflect on the events of the past year. O *All Department Heads will review employees performance reviews before the supervisor and employee meet.*
Goals and Expectations O Three goals for each employee. O Established by supervisor and employee O Goals should be: O Specific O Achievable O Measurable O Within employees ability and authority O Related to employees job, department, and the City.
Guidelines for Conducting a Successful Performance Evaluation O Make it “priority time”. O Set a tone of collaboration. O Be clear about your purpose.
Guidelines for Conducting a Successful Performance Evaluation O Review performance expectations. O Discuss performance that is below, meets, and/or exceeds expectations. O Ask your employee what they think.
Guidelines for Conducting a Successful Performance Evaluation O Set goals. O Agree to follow up. O Close with encouragement.