During this phase of the evaluation cycle, the manager meets with the employee to conduct the annual performance review. If SMART goals have been set (planning phase) and ongoing communication/feedback has taken place (managing phase), the overall outcome of the annual evaluation should come as no surprise to the employee.

Timeframe

Forms & Resources

• Annual Evaluation Form
• Online Performance Management Tool (visit TechWorks)
• Manager Guide- Completing Performance Reviews
• Employee Guide- Acknowledging Performance Reviews
• Review Form for Probationary Period (For evaluating employees at the conclusion of their first six months of employment)
• Performance Improvement Plan and Guidelines (For correcting performance challenges associated with the skills and expertise of an employee)
• Performance Narrative Option and Sample Narrative (May be used as a sustitute or in tandem with the annual evaluation form)

Performance Evaluation Best Practices

• Schedule a dedicated time for each employee to be evaluated
• Review notes and other documentation you have compiled throughout the year concerning the employee’s performance
• Have the employee complete a self evaluation and review it prior to preparing the final review
• Provide the employee with a draft copy of the completed performance review prior to the actual meeting to administer the review
• Ensure constructive two-way communication during the review meeting (listening attentively and encouraging dialogue)

• Schedule a performance planning meeting within 30 days after the evaluation to collectively establish key performance measures for the upcoming performance review cycle