Performance Review Process

Assessing Performance Performance is most effectively assessed

through regular check-in sessions:

• Allows you to determine whether critical elements of the job are being met

• Encourages clear communication of goals & objectives• Allows employees to express concerns or constraints• Identifies tools or resources needed for improvement• Allows for coaching, guidance, & support

Techniques – Red Light, Yellow Light, Green Light Strategy

• RED (20) – YELLOW (60) – GREEN (20)• Red – Below-average contribution• Yellow – Average contribution• Green – Top contribution

Overview of the Performance Review Process

1. Review all relevant information & data on performance2. Document feedback on strengths & areas for improvement3. Complete ratings for the review period4. Create SMART objectives for next review period5. Prepare for feedback session with employee6. Communicate your expectations for improvement (verbally and in

writing)7. Encourage employee to commit to resources you will provide to

help achieve success

Performance Management Process

Planning & GoalSetting

Business objectives cascade down each levelall the way to individual contributors – so that everyone has meaningfulgoals aligned with the strategy.

Feedback & Coaching

Feedback is information about behavior that helps employees understand their effectiveness in meeting goals. Coaching is manager input & guidance to help employees Improve performance.

Performance Review

Performance is evaluated for achievement of goals & demonstrated behaviors. Successful reviewsare the result of good communication between manager & employee throughout the performance period. Goals are defined & coaching for improvement is provided.

Performance interviews should make every employee

aware of the importance of the contribution they

are expected to make.