1. GETTING STARTED WITH PERFORMANCE EVALUATIONS -KATY KOWALSKY, QBP SENIOR HR MANAGER

2. WHY? Why are you considering putting performance evaluations in place? Improve performance effectiveness/results Develop employees Succession planning Create more engagement and retention Facilitate communication between employees and managers Make pay and promotion decisions Documentation to support decisions

3. WHAT TO EVALUATE Values/behavioral verses technical/objective work Metrics Keep it simple How many competencies Goals Same for all employees?

4. STRUCTURE Frequency Rating scales Who rates and comments Comments Form options

5. CONVERSATION Best practices No surprises Give employee document 24 hours before conversation Where, when, how long Encourage two-way conversation Positive and constructive – with suggestions for improvement too Goals and future opportunities Everything is open for changes until it’s signed after the conversation

6. LEGAL CONSIDERATIONS There are legal risks if not done correctly Job related Consistency Clear expectations – No surprises Accurate and supported with examples Get signatures Keep on file

7. TOUGH ONES Friends Strong emotions – Anger, tears The stone wall Denial, blame and diversions Surprises to share Really hard feedback to give Not taking it seriously Great technically, but poor in behavior/values

8. BETWEEN EVALUATIONS Give feedback all year long, no surprises in the evaluation that affect rating Consider having regularly scheduled meetings with direct reports Communicate expectations Teachable moments Recognize great performance too

9. GETTING MORE HELP Fine tuning your Performance Feedback Culture training tomorrow at 2:30pm Sign up for a time to meet with me this weekend Get my card and call me when you get back to the shop

10. NEXT STEPS  Decide:  What you want to evaluate employees on  How often you want to have evaluations and when  What rating scale you want to use  How involved employees will be in their evaluation  Create:  Evaluation form  Rating and competency descriptions  Train your staff  Communicate the “why” and the plan to employees  Consider having your employees involved in developing your evaluation content and process

11. Questions? All materials © 2013 by Quality Bicycle Products, Inc. These materials and the presentation are intended for general educational purposed only. Nothing in these materials or my presentation should be considered legal advice and should not be relied on for that purpose. Employment and other laws vary widely from state to state, and every factual situation is unique, If you feel you may require the assistance of an attorney, then you should talk to one.