Writing Performance Reviews: A Write It Well Guide; How to Write Performance Objectives, Reviews, Appraisals, and Other Performance Documentation That Is Clear, Descriptive, Objective, and Acceptable in Today's Workplace

By Natasha Terk | Go to book overview

2
CRITERIA FOR ACCEPTABLE
PERFORMANCE DOCUMENTATION

THINK ABOUT IT

What criteria do you think performance documentation needs to meet?

Acceptable performance documentation includes enough information and uses specific, objective language. Here are the criteria for acceptable performance documentation:
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
documents agreements
tells employees clearly what they are doing well, what they need to improve
documents learning plans or other expectations for growth
documents expectations
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
not corrected
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).

-35-

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