- Section 2A: At the beginning of the evaluation period, the Supervisor completes the Performance Program listing the important tasks and/or objectives of the job, including the standards by which the employee’s performance will be evaluated.
- The Performance Program is then discussed with the employee, who 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: 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. This is optional but recommended.
- Section 2B “Performance Appraisal”: Near the end of the evaluation 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 deal with any rating of the employee. It is intended to be a constructive exchange relative to the employee’s past performance, improvement opportunities and future expectations. It offers a chance for the Supervisor and the employee to discuss their observations about the employee’s performance and to clarify any differences in perception before the Supervisor records the formal, written Performance Appraisal.
- Sections 4 and 5: The Supervisor finalizes the Performance Appraisal and recommends a rating.
- Section 6: The Reviewer (the evaluator’s supervisor) reviews the appraisal, changes it or requires additional documentation and then approves it. The Reviewer signs the appraisal.
- Section 7: The Supervisor then 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.
