Evaluating Employee Performance

Name: Evaluating Employee Performance
Author: Anthony Funaro

Learn how to evaluate employees and write quality feedback reports.

Preview the first lesson free — get full access to all 4 lessons.

Course: On-Demand

(bright music) When evaluating the performance of employees, it's important to understand the criteria, gather the right information, and write an accurate report of the findings. In the following lessons, you'll learn how to set goals with employees, and write an effective review that considers the employee's strengths and weaknesses. When beginning the performance review process, one of the first steps is to define your criteria so you know exactly what areas to focus on with each employee. It's a good idea for managers or supervisors to sit down with employees to explain exactly what will be expected of them. Management can provide examples or demonstrations to communicate how employees will be evaluated. Criteria for the review may need an official approval from organization leaders and may vary depending on the department. Performance reviews may be scheduled monthly, semi-annually or annually, depending on the employee and their responsibilities. But it is recommended for supervisors to periodically check in to see how the employee is progressing. Managers and employees can work together to identify specific goals and objectives and consider employee development opportunities. This process works best when both employees and managers can share their perspectives. Managers who align their employee's personal goals with the organization's goals can help motivate their team to succeed. When conducting an employee evaluation, it is important to communicate which performance attributes were measured, how they were measured, and what specific results were found from the analysis. An employee's self-evaluation can be included in the evaluation process. Rating systems are designed to show specific levels of performance for each category listed in the evaluation. Typically, there are five rating levels in a performance review, unacceptable, improvement needed, meets expectations, consistently exceeds expectations, and exceptional. Ratings can be numbered from one to five, with one as the lowest rating, and five as the highest. At the first level, the employee is failing to meet the essential goals required to perform their job. An unacceptable rating means that the employee's performance is continually declining, there is a lack of progress, and there is no effort to improve. The employee's behavior or attitude may also be a factor in this low rating. Receiving an unacceptable rating more than once can lead to severe corrective action, or even termination. At the second level, the employee is not consistently meeting essential goals or their performance does not meet the requirements of the job. An improvement needed rating may require management to step in and provide additional training, coaching, or other resources. If an employee fails to improve this rating over time, then managers may start enforcing penalties, which can lead to termination. At the third level, the employee is generally meeting or exceeding goals. A meets expectations rating means that an employee's performance is generally good. The employee may exhibit good behavior and significant effort, even when meeting challenges. This rating reflects an employee who is consistently providing value to the organization. If an employee receives this rating, then they may also receive constructive feedback to encourage development. At the fourth level, the employee is consistently exceeding goals and performance expectations in their department. A consistently exceeds expectations rating demonstrates excellent behavior in a high-performing employee. This employee may offer more value than the average employee by delivering a higher quality of work. Constructive feedback and open communication can help an employee maintain this performance level. At the fifth level, the employee is going above and beyond their established goals. An exceptional rating demonstrates a high-potential employee. This employee may be more committed to organizational goals than the average employee, and they may show leadership skills. This rating is reserved for top-performing employees.

Intermediate Provider : Anthony Funaro 4 Lessons · 15m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

In this course, you’ll explore the importance of performance management reviews and how to evaluate an employee’s performance. You’ll learn the manager’s role in the review process, and how to encourage employee development through evaluations. This course will also discuss how to hold employees accountable, and how performance reviews can benefit the entire organization.

What You'll Learn

Understand the principles of the performance review process
Define management's role in evaluating employee performance
Apply criteria and goals to evaluate an employee's performance
Gather data and information to support performance reviews
Write the performance evaluation report
Encourage employee accountability and development through evaluations

Key Takeaways

Performance management reviews are important for evaluating an employee's performance.
Managers play a defined role in the performance review process.
Evaluations can be used to encourage employee development and accountability.
Performance reviews can benefit the entire organization.

Frequently Asked Questions

What does this course cover?

This course covers the importance of performance management reviews and how to evaluate an employee's performance, including the manager's role in the review process, encouraging employee development through evaluations, holding employees accountable, and how performance reviews can benefit the entire organization.

What will I learn about the review process?

You will learn the principles of the review process, how to define management's role in the process, and how to encourage accountability and development.

What skills does this course help develop?

It supports skills in evaluating staff, course evaluations, employee performance management, job evaluation, performance appraisal, and performance review.

What topics are included in the lessons?

The lessons cover criteria, goals, and evaluating employee performance; gathering data and information; and writing the report, followed by a Test Your Knowledge section.

Professional Certifications and Continuing Education Units (CEUs)

Society for Human Resource Management (SHRM®)

Professional Development Credits (PDCs): 0.5

Certification Program Categories:

Leadership & NavigationBusiness AcumenConsultationGlobal MindsetEthical PracticeRelationship ManagementAnalytical AptitudeCommunicationDiversity, Equity & Inclusion

KnowledgeCity is approved by SHRM as a Recertification General Provider to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). By taking the courses approved by SHRM, KnowledgeCity can award SHRM Professional Development Credits (PDCs) for HR knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™).