What to Consider in a Performance Evaluation
February 19, 2013 at 11:14 AM
There are many things to take into consideration when doing employee evaluations. Before creating evaluation forms it is a good idea to sit down and think about all the different categories that you need to know about employee performance.
When planning performance evaluations take a good look at job descriptions. No matter what your employees’ job is, they will have specific duties that require them to behave differently from people in other positions. For example, you may want to have one evaluation form for office staff and another for staff who work in the factory. Or, you may want to be even more granular and have one evaluation form for your accountants and another for your marketing department. A generic employee evaluation may penalize employees by evaluating them on tasks and skills they are not required to use. It will also penalize them by neglecting to evaluate them for tasks and skill that are unique to their job.
When creating categories for performance evaluations it is important to make sure to keep the evaluation categories to skills and tasks that are easily measurable. One of the most common categories to include in an employee evaluation is reliability. In any job it is important to be reliable. Keeping track of absences, tardiness, and leaving early are one of the easiest ways to do this. General reliability is more troublesome evaluation category because it is somewhat subjective. Other ways measuring reliability on an employee evaluation include grading an employee’s ability to finish assigned tasks, as well as accuracy and attention to detail.
Make sure to include categories’ that take into account the tasks and skills that are specific to the particular employee’s job. For example if the person works in a customer service related field be sure to include categories on the evaluation that rate how well the employee deals with customers. For a person who works in IT, it would be important to include a category about how effective they are at keeping up to date with all the new technology.
No matter what the employee’s job is or what the evaluation is being used for, it is important to tailor the evaluation to a specific job or position, department, or unit. A generic, general performance evaluation is not nearly as useful and is a waste of time for both the employee and their employer.
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