FAQ About Human Resources

Conducting employee evaluations, also known as performance appraisals or performance reviews, is a structured process to assess employees' job performance, provide feedback, and set goals for improvement. Here's a step-by-step process for conducting employee evaluations:

1. Define Evaluation Criteria: Before the evaluation process begins, HR and managers should establish clear and specific evaluation criteria. These criteria should be based on the employee's job responsibilities, performance goals, and any relevant key performance indicators (KPIs).

2. Gather Performance Data: Collect relevant performance data throughout the evaluation period. This data can include self-assessments, manager assessments, feedback from peers and clients, and records of achievements and accomplishments.

3. Schedule Evaluation Meetings: HR or managers should schedule one-on-one evaluation meetings with each employee. These meetings should be conducted in a private and comfortable setting.

4. Prepare for the Meeting: Managers should thoroughly review the employee's performance data and any previous evaluation reports. They should also prepare specific examples and feedback to discuss during the meeting.

5. Conduct the Evaluation Meeting:

• Begin the meeting with a positive tone, acknowledging the employee's contributions and strengths.
• Discuss the evaluation criteria and performance data, providing specific examples to support feedback.
• Address both positive and constructive feedback, focusing on areas for improvement and growth opportunities.
• Listen actively to the employee's perspective and any concerns they may have.
• Set clear and achievable performance goals and objectives for the upcoming evaluation period.

6. Employee Self-Assessment: Employees may be asked to provide a self-assessment of their performance before the evaluation meeting. This self-assessment can provide valuable insights and help guide the discussion during the meeting.

7. Documentation: Managers should document the key points discussed during the evaluation meeting. This documentation serves as a record of the employee's performance and can be used as a reference in future evaluations or performance-related decisions.

8. Follow-Up and Support: After the evaluation meeting, HR and managers should continue to support the employee's development by providing resources, training, and ongoing feedback.

9. Performance Improvement Plans (if needed): In cases where an employee is not meeting performance expectations, HR and managers may develop a performance improvement plan (PIP) outlining specific actions and timelines for improvement.

10. Recognize and Reward Performance: Positive performance should be recognized and rewarded. HR and managers should acknowledge and appreciate employees' efforts and achievements.