On DATE, we met to discuss your performance in the position of X. In that meeting, I brought to your attention my concerns regarding your recent workload review, where I found that documents were frequently sent out with typographical errors, and were often not timely, based on the incoming request. You indicated that you were using the spell check and could not understand why errors continued to appear in your typed reports, and that there were many features that would help you work more efficiently, but you had not been trained to use them. You also stated that you type the same letter several times,Read More →

Performance expectations are the standards for the position and the objectives for the individual employee, which need to be clearly communicated to employees. Expectations often have two aspects: The quantity or timeliness of work products, and The quality or accuracy of those products. A Standard is what you measure an employee against; i.e., “observes handbook for processing of all requests” or “writes and communicates messages and requests for services clearly.” An Objective is a specific goal; i.e., “prepares 60 documents per hour” or “install five software packages by December 1, 2010”. see Sample Performance Objectives for examples of objectives for the individual employee. Sample PerformanceRead More →

First, clearly communicate your expectations. These expectations may include written performance standards for the position, as well as specific objectives for the individual employee. If formal, written performance standards have not been developed for the position, you may want to discuss developing such standards with your manager. You may also want to give the employee their job specification, any department specific job description which has been developed, departmental handbooks, state and federal guidelines, etc. Following this initial discussion, your responsibilities are to: Discuss specific objectives, due dates, timeliness, and quality and quantity standards in one-on-one conversations and in group meetings with employees, and confirm specificRead More →

Preparing evaluations is only a small part of the employee performance process. It is essential that supervisors and managers meet with their employees regularly to discuss expectations, new assignments and work performance. Supervisors should take notes during these discussions and maintain those notes in individual files for each employee. These notes should be supplemented by copies of work products and memos from customers that point out strengths or areas needing improvement. Of course, such work products and memos should be discussed with the employee during the regular meetings. When the employee’s evaluation is due, a complete and accurate record of the entire year is availableRead More →