CRITERIA FOR ACCEPTABLE
Acceptable performance documentation includes enough information and uses specific, objective language. Here are the criteria for acceptable performance documentation:
THINK ABOUT IT …
What criteria do you think performance documentation needs to meet?
|•||describes behavior, performance and results the evaluator has observed|
|•||describes behavior, performance and results that others have observed|
|•||explains, illustrates and supports the evaluator's conclusions about the employee's rating or ranking|
|•||tells employees clearly what they are doing well, what they need to improve|
|•||documents learning plans or other expectations for growth|
DOCUMENTING PERFORMANCE CONVERSATIONSOutside of the performance review period, manag-
ers often talk to employees about performance is-
sues. It's important to document those conversations.
Remember to write down:
• A complete description of the issue you discussed • A note about any previous conversations • A statement about what happens if the problem is
• A record of the employee's agreement to correct the problem
Every employee needs to have a combination of functional/technical skills and soft/core skills to complete their job effectively. Functional skills are the “what you do” to complete a job (e.g., finds the appropriate answer to customer questions; able to reconcile financial statements with minimal errors). Soft/core skills are the “how you do” in completing that job (e.g., responds to customers in a friendly and professional manner; remains calm under pressure during monthly accounting close).