Section 2A: Performance Program (Start of Period)
- The Supervisor completes the Performance Program listing important tasks and objectives, including the standards by which the employee’s performance will be evaluated.
- The Performance Program is discussed with the employee; the employee initials the document and receives a copy.
- The Supervisor observes and informally reviews the employee’s performance throughout the evaluation period, providing feedback and/or counseling when appropriate.
Section 3: Midpoint Discussion (Optional but Recommended)
A meeting may be arranged at the midpoint of the rating period to discuss the employee’s performance and to reaffirm or revise the Performance Program.
Section 2B: Performance Appraisal (End of Period)
- The Supervisor drafts an appraisal of the employee’s performance during the evaluation period.
- The Supervisor conducts an appraisal interview with the employee.
This appraisal discussion does not include any rating of the employee. It is intended to be a constructive exchange about past performance, improvement opportunities, and future expectations. It allows the Supervisor and the employee to share observations and clarify any differences in perception before the Supervisor records the formal, written Performance Appraisal.
Sections 4 and 5: Finalize Appraisal and Recommend Rating
The Supervisor finalizes the Performance Appraisal and recommends a rating.
Section 6: Review and Approval
The Reviewer (the evaluator’s supervisor) reviews the appraisal, makes changes or requires additional documentation as needed, then approves it and signs the appraisal.
Section 7: Employee Discussion and Sign-off
- The Supervisor discusses the approved appraisal and rating with the employee, and the employee signs the Performance Appraisal.
- A copy of the Performance Evaluation is given to the employee, and the original is returned to Human Resources.
- The Supervisor begins the process again for the next rating period.
