Transcript Slide 1

GETTING STARTED WITH
PERFORMANCE EVALUATIONS
-KATY KOWALSKY,
QBP SENIOR HR MANAGER
WHY?
• Why are you considering putting performance
evaluations in place?
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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
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Values/behavioral verses technical/objective work
Metrics
Keep it simple
How many competencies
Goals
Same for all employees?
STRUCTURE
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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
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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
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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:
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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.