Conducting Effective Performance Reviews. © Business & Legal Reports, Inc. 0807 Identify the importance and benefits of performance reviews Assess and

Conducting Effective Performance Reviews

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© Business & Legal Reports, Inc. 0807

Identify the importance and benefits of performance reviews

Assess and prepare necessary documentation

Set motivational performance goals

Plan for effective appraisal interviews

Conduct fair and beneficial appraisals

Avoid discrimination charges

Session ObjectivesSession Objectives


Why Reviews Are Important

Recognize accomplishments

Guide progress

Improve performance

Recognize accomplishments

Guide progress

Improve performance


Why Reviews Are Important

Review performance

Set goals

Identify areas for improvement

Discuss career advancement


Performance Review Benefits For the Organization• Documentation

• Employee development

• Feedback

• Legal protection

• Motivation system


Performance Review Benefits For the Employee

Motivation

Direction

Feedback

Input


Prohibits discriminatory practices related to performance reviewsEqual Pay Act

Prohibits discrimination against disabled employees

Americans with Disabilities Act

(ADA)

Prohibits discrimination against pregnant employees or those who may become pregnant

Pregnancy Discrimination Act

Title VII of Civil Rights Act of 1964

Performance Reviews and Discrimination

Prohibits employment discrimination, including race, national origin, religion, age, sex


• Failure to communicate standards

• Failure to give timely feedback

• Failure to allow employees to correct performance

• Inconsistency in measuring performance

• Failure to document performance objectively

Legal Problems and Discrimination Charges• Failure to communicate standards

• Failure to give timely feedback

• Failure to allow employees to correct performance

• Inconsistency in measuring performance

• Failure to document performance objectively


Which Law Is Which?Match the term with its explanation below.

ADA

Equal Pay Act

Title VIII

Pregnancy Discrimination

Act

Prohibits discriminatory practices related to performance reviews

Prohibits discrimination against pregnant employees or those who may become pregnant

Prohibits discrimination including race, national origin, religion, age, and sex

Prohibits discrimination against disabled employees


Performance Review BackgroundDo you understand:

• Why reviews are important?

• The benefits of reviews?

• The laws that cover discrimination?


Performance Review Form• Define performance

expectations

• Describe measurement tools

• Use a rating system

• Cover specific examples

• Set measurable goals


Measure PerformanceMeasurement systems need to be:

• Specific

• Fair

• Consistent

• Clear

• Useful


Measure Performance (cont.)

Systems can be:

• Numerical

• Terms

• Management by Objectives (MBO)

• Behavior oriented

Note: ASU uses a numerical system!


• Be objective

• Include all employees

• Provide complete and accurate information

• Document regularly

Document Performance


Measuring PerformanceFILL IN THE BLANKS

1. _____________________________ is a system of ratings that measures how well an employee reached specific goals or objectives.

2. One of the most common rating scales is _________ because it is perceived to be the most objective. ASU uses a numeric-based system.

Management by Objectives (MBO)

numerical


3. Systems can also measure effort or results with _________ you can observe and track, such as attendance or initiative.

4. Measurement _____ can also be used as long as they are specific, meaningful, and distinct.

Measuring Performance (cont.)

behaviors

terms

FILL IN THE BLANKS


Set Goals• Based on job requirements

• Realistic

• Measurable

• Observable

• Challenging

• Prioritized


Employee Input• Employees take an

active role:• Setting goals

• Designing action plans

• Identifying strengths and weaknesses

• Employees participate in the performance review meeting


PreparationEmployees:

• Review performance

• Think about new goals


Preparation (cont.)

Supervisors:

• Review performance

• Complete written review form

• Think about new goals

• Schedule time and place


Start the Meeting• Avoid interruptions

• Lay out agenda

• Encourage input

• Give good news first


• Focus on the professional

• Give objective examples

• Invite response

• Listen actively

• Create “we” mentality

Presentation Tips


During the MeetingReview performance:

• Based on previous goals

• Noting strengths and accomplishments

• Identifying areas for improvement


During the Meeting (cont.)

Set goals:

• Based on organization’s goals

• Building on areas that need improvement


End the Meeting• Encourage good

performance

• Lay out action plan

• Communicate outcome of goals not met

• Confirm understanding


An employee comes to a performance review meeting without having identified whether past performance goals have been met.

An employee comes to a review meeting with a goal for the next period that you do not agree with.

You have a review meeting with an employee without having completed your written review of the employee using your organization’s form.

Is This Acceptable?Yes or No


During a review meeting, you try to listen intently to what the employee is saying.

You professionally notify an employee during a review meeting that his or her performance is not up to par and that it better improve “soon.”

Is This Acceptable?Yes or No (cont.)


Review ProcessDo you understand:

• Review forms?

• Measuring and documenting performance?

• Preparing for review meetings?

• Conducting review meetings?


Key Points to Remember

You must conduct objective performance reviews on a scheduled basis

Reviews tell employees how they’re doing and how they can improve

Reviews help create a system of motivation and rewards based on performance

Documents

Conducting Effective Performance Reviews. © Business & Legal Reports, Inc. 0807 Identify the importance and benefits of performance reviews Assess and