From The Iowa County magazine DECember 2022 issue

Employee Evaluations

As we approach the end of the year, now would be a good time to examine your annual employee evaluation process. If you don’t have an annual review process, hopefully this can help you start!

It is normal for employees and employers to disagree on various work related topics. Ironically enough, when it comes to employee evaluations, managers and staff are usually in agreement that they are not regarded in a positive light. Many people view evaluations as a necessary evil when in actuality, they can be a very beneficial tool for all.

Performance evaluations can guide the employer/employee relationship as they document areas of success, identify employee development needs, provide recognition of exceptional performance, and support any necessary training or disciplinary actions based on an employee’s poor performance.  Evaluations can be as simple as a pass/fail rating or more detailed, such as establishing performance metrics and assigning a 1-5 rating for the level of performance. 

The first step in the evaluation process is to document each employee’s performance expectations.  These expectations should align with the employee’s job description and support mission and vision statements, all great references to use as the basis for the evaluation.  Managers should remember the term “SMART” when developing the performance metrics to be measured.  A SMART metric is Specific, Measurable, Attainable, Realistic, and Time based.  Managers may not know the best way to measure a specific task, so take advantage of the opportunity to get an employee’s point of view on it.  This communication enhances the manager/employee relationship and supports employee buy-in on the process. 

Once the expectations and performance metrics are determined, managers meet with each employee individually to discuss the evaluation plan.  The topics of discussion should include the period the evaluation will cover, a clear understanding of the expectations and how they are measured, approximate date for any mid-term reviews, and how the evaluation will be documented.  Ideally, the manager/employee acknowledgement of performance metrics at the beginning and end of the period is documented, as well as any mid-term reviews.  Written comments on performance at a mid-term or end of period lend support to any rating given, making the evaluation a valuable tool rather than a “check the box” requirement. 

The evaluation process is a continual part of a manager’s daily duties through general observations, on the spot praise for a job well done or corrections when necessary.  Managers should keep notes throughout the year to make the evaluations process easier at the end of the period.  A well planned and organized evaluation adds value through acknowledging employee success, identifying developmental needs, or supporting disciplinary actions.  Have you looked at your evaluation program lately?

By Lisa A. Mart, SPHR, SHRM-SCP