GETTING STARTED WITHPERFORMANCE EVALUATIONS

-KATY KOWALSKY, QBP SENIOR HR MANAGER

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

WHAT TO EVALUATE

• Values/behavioral verses technical/objective work• Metrics• Keep it simple• How many competencies• Goals• Same for all employees?

STRUCTURE

• Frequency• Rating scales• Who rates and comments • Comments• Form options

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

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

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

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

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

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

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.