1. Conducting Effective Performance Appraisals: Be A Coach, Not A Judge Discussion Session #14

2. As a coach…. You will help your employees recognize and celebrate achievements You will identify problems that prevent them from meeting goals Together you will generate solutions to those problems Together you will set new goals that incorporate those solutions You will discuss ways to build on strengths

3. Steps in the Process of a Performance Appraisal 1. Prepare for the appraisal 2. Meet with the employee 3. Follow up with what happens right after the appraisal 4. Follow up later

4. 1. Prepare for the Appraisal Review the previous goals set by the employee and how they are doing toward meeting those goals. See if the employee is fulfilling their job description. Review the documentation in the employee file including any notes you may have written after the last evaluation.

5. 1. Prepare for the Appraisal Set SMART goals for the employee: S=Specific M=Measurable A=Attainable R=Realistic T=Timely Give the employee plenty of advance warning about the meeting. Give the employee time to ask questions before the meeting is set.

6. 2. Meet With the Employee Put the employee at ease. Set the agenda for discussion. Ask the employee to evaluate their own performance on the job as well as yours as manager. Present your evaluation of the employee’s performance.

7. 2. Meet With the Employee Discuss their strengths and areas that provide opportunities for growth. Set goals for future performance. Agree on a follow-up action plan and a timetable for feedback. Conclude/summarize the meeting and both of you sign the appraisal form.

8. 3. Follow-up Immediately Following the Appraisal Write out a summary of what happened to place into the employee’s file. This is important because: It enables you to follow progress your employee is making in meeting goals. It documents performance problems and support appropriate disciplinary measures.

9. 3. Follow-up Immediately Following the Appraisal It prepares you for a court case should that arise. It prepares you for the next performance appraisal with that employee.

10. 4. Conducting Follow-up After the Performance Appraisal Provide immediate feedback as situations occur. Keep track of timetables and make sure you check on how the employee is doing.

11. Steps in the Process of a Performance Appraisal 1. Prepare for the appraisal 2. Meet with the employee 3. Follow up with what happens right after the appraisal 4. Follow up later

12. Evaluation Use: A. Strongly agree B. Agree C. Disagree D. Strongly disagree E. Don’t know 1.I found the presentation of material easy to understand. 2.This Advantage session increased my knowledge on the subject presented. 3.I will be able to use some of the information from this Advantage session in the future. 4.The presenter was well prepared for this Advantage session. 5.This presentation should be repeated in future semesters.