Performance Appraisal FAQs for Supervisors

Review the goals set for the employee last year.
Review the employee's job description.
Gather the performance notes you have accumulated over the year. Have specific examples of good and poor performance.
Draft a performance appraisal.
Review your appraisal of the employee with your manager to be sure you are in agreement and to keep them informed.

Points to remember:

Consider the employee's performance over the entire period not just the last month or two.
Don't be overly influenced by one or two events (either positive or negative).
A balanced appraisal will include both positive results as well as areas to improve.
Be honest while maintaining the employee's self esteem. Select your words carefully and avoid "hot button" comments that will likely create a defensive response.

Set aside a specific time to meet with the employee and let them know it will be their performance appraisal meeting.
Ask the employee to come prepared to discuss their performance. Have them complete a self-appraisal prior to meeting. A list of their accomplishments as well as areas they would like to improve or develop are helpful when conducting the performance session.
Make sure the meeting is held in private without interruptions.
Listen to the employee's view of their performance.

Points to remember:

The worst feedback is personalized criticism that is judgmental. Make it about the work not the person.
Ask the employee for ways they can improve their deficiencies, and be prepared to provide your own suggested solutions to problems.
End on a positive note by reinforcing the benefits to be gained by making the changes you have discussed and agreed to.

Include points discussed during the meeting on the appraisal.
Following the appraisal meeting, provide the employee with a copy of their e-Appraisal.
Your appraisal of the employee's performance is your view of how they performed. If the employee disagrees with your appraisal, you should not change the appraisal. The employee is free to make comments in the Employee's Comments Section of the e-Appraisal.
Set goals and communicate performance expectations for the following performance cycle with the employee.

Points to remember:

If the appraisal was difficult, you may want to allow the employee time to reflect on what you discussed and meet again to talk about how to work together to improve the employee's performance. Show that you are really concerned about helping them improve.
If you agreed on a a development plan or performance improvement plan such as weekly meetings to review projects, confirm it to the employee in writing and be prepared to follow through on the actions you agreed to take. This is critically important when there are areas that need to be improved. Failure to follow up as stipulated in the improvement plan will only lead to further decline in performance.