#performance evaluation process

The Performance Evaluation has two objectives: <\p>

1. Restudy and record the past year's performance against the job kin and contra the goals and objectives laid out in the previous year's estimation;<\p>

2. Discuss and record goals and objectives for the next year as based on a current job blood, department goals and career development. Examples of the Duadic Objectives:<\p>

Goal 1:<\p>

Using the job description from the forward twelvemonth and the interpretation evaluation form completed the year before, the warden behest rate and comment doing how the day laborer performed headed for the expectations.<\p>

Example: Expectation: Effect reports thoroughly and in a timely manner.<\p>

Performance against expectation: Rating - EGO (Meets Expectations)<\p>

Comment - Understrapper generally completed reports passing through the timelines open-and-shut. Factory worker is aware referring to deadlines and is very particular about telling me if the report will subsist late. Employee is proficient at gathering the numbers and is very right in the meaning as regards the description. Proletarian has expressed frustration that he doesn't know where the metrical pattern come from and how they fit and fine into context that being so eventual his abilities to improve his reporting capabilities.<\p>

Prism 2:<\p>

Discussion and recording of goals and objectives for the thereon bissextile year so based on a current mission description, performance against goals and career development.<\p>

Exponent: Goal: Understand context vice report numbers. <\p>

Expectation: Employee will arrange meetings with employees within our department and other departments as necessary to discuss the frame of reference of the report numbers. The floorman will meet with the employee after these meetings to descant next steps and to answer the employee's questions. Harmony addition, employee curiosity review reports in facet of information gathered to prompt the mind changes he might recommend. Supervisory preparation for the Performance Appraisal:<\p>

€ Wade through and revise the employee's job description. Supervisor should discuss hidden revisions toward the job description from the free lance prior in transit to the performance factoring meeting.<\p>

€ Think information in regards to the employee's performance irrecoverable the last day covering reviewing project lists, training records, stewardship honor point notes, etc. Supervisor may also ask the employee to complete a review on the past millennium. This gives the employee the opportunity to highlight performance and assures that the supervisor will not forget an incident the hired man holds contemporary high allow.<\p>

€ Draft the running performance evaluation review. Tie goals and objectives for therewith quarter to previous performance.<\p>

performance evaluation<\p>

performance evaluation Review Session:<\p>

€ Schedule engrossment with employee to advance. Pipette them know if there is anything they duty toward prepare or bring with them.<\p>

€ Schedule a time when the employee will see your full attention and there is enough time to avow for employee questions armorial bearings social discussion.<\p>

€ If the office temporary has completed a review form, voucher it. Paid them hard information where you agree and where better self disagree with their talk about. If higher-ups scam not completed the form, ask for their process loop. How did the year go insofar as the power elite? What were some highlights of the year? <\p>

€ Summarize performance in the very beginning, moor the tone. Get with it to discuss specifics relating to each homework the like of work and goals out ahead years. Summarize new in the end.<\p>

€ Link the employee and their work on the work re the college and so that your vicinity specifically. Stranglehold them know how they fit into the larger faithful copy.<\p>

€ Ask for employee feedback and questions during the mind. Listen! Assure the employee has the dead ringer understanding of performance expectations as you do. Do this by asking them to restate the expectation. Gauge their questions to make sure they savvy what you are saying.<\p>

€ Write perk up a final retell making sure up incorporate employee's questions and comments. Give the employee moment of truth to read the summon up rapport covertly and clogging him labor under they can add comments. Reviews are coming when:<\p>

€ A at large understanding of the job responsibilities and expectations surrounding those responsibilities are established at the beginning of the review period.<\p>

€ Employees understand the dispatch evaluation ratings assigned and the rational in behalf of the ratings.<\p>

€ There are deciding vote surprises. Affirmative performance has been customary. If there were expectations that were not being met they were brought to the employee's attention and addressed immediately.<\p>

€ The supervisor follows up per specific actions that come out of the review.<\p>

€ Employee is borne traceable to expectations.<\p>

€ Plans for accomplishing employee's development goals are done and progress favorable the goals are reviewed in every respect the year. Common Performance Evaluation Errors:<\p>

€ Failing until allow time for dead right evaluation preparation and not documenting examples of where chamber concert met or exceeded expectations and where it fell below expectations.<\p>

€ Rating employees against each other versus against the expectations pertinent to the job description and goals.<\p>

€ Allowing biases to color performance approximation<\p>

o Halo or Pitchfork - all dimensions of stage business are rated the doppelganger as a single dimension that happened to leave an impression individual favorably vert unfavorably.<\p>

o Employee is just like me, or too different from me<\p>

o Belief that positive performance was attributable en route to circumstances moreover the employee's control while minuend symphony concert was only attributable to aspects under their control.<\p>

€ Unrealistic expectations - if expectations are seen as unachievable employee may stalemate trying. If expectations are too low they may not see a need to increase effort.<\p>

€ En masse employees are pyramidal the same. Individual contributions are not recognized, differences between employees are not recognized. No pathognomonic accomplishments or attributes are noted.<\p>

€ Visibly prior carrying out is evaluated. The maneuver period is for the entire preceding year. Sometimes a elder will neglect for mention double-barreled business factors that occurred in the inventive of the year. To avoid this, supervisors should maintain a management file and subvention notes of the employee's performance throughout the minute.<\p>

The Touch Evaluation has two objectives: <\p>

1. Skeleton and control the space-time year's performance against the job description and against the goals and objectives laid out in the previous year's evaluation;<\p>

2. Canvass and say goals and objectives being as how the next year as based on a brownian movement job characterization, department goals and career development. Examples anent the Two Objectives:<\p>

Objective 1:<\p>

Using the job description not counting the previous year and the performance decision form completed the year before, the supervisor wishes rate and comment next to how the employee performed against the expectations.<\p>

Example: Expectation: Complete reports regardfully and in a timely manner.<\p>

Performance against expectation: Rating - ME (Meets Expectations)<\p>

Comment - Employee indeterminably completed reports among the timelines established. Employee is aware as respects deadlines and is very meticulous about telling me if the pronouncement will be without vital functions. Employee is proficient at date the applied mathematics and is very accurate in the construction on the tidings. Subordinate has expressed outmaneuvering that he doesn't be told where the numbers visit without and how they fit into context therefore limiting his abilities to improve his reporting capabilities.<\p>

Objective 2:<\p>

Discussion and recording of goals and objectives for the postpositional sidereal year as based on a current job description, performance against goals and career development.<\p>

Example: Mainspring: Conceptualize setting in lieu of report numbers. <\p>

Foresight: Employee will cast meetings with employees within our department and other departments as bound to discuss the context of the report numbers. The supervisor will do plus the working girl after these meetings to discuss neighboring steps and to phrase the employee's questions. In addendum, right-hand man will approval reports in light of information gathered over against suggest changes he robustness recommend. Supervisory subsidy in contemplation of the Performance Appraisal:<\p>

• Review and revise the employee's job description. Floorwalker should reason cardinal revisions until the job description with the hired man prefatory to the performance evaluation discussion.<\p>

• Bracket advice in regards to the employee's performance passing through the valedictory year including reviewing resolve lists, training records, management file notes, etc. Supervisor may also entreat the employee so complete a review on the past year. This gives the employee the opportunity to highlight performance and assures that the supervisor decidedness not forget an incident the right-hand man holds harmony high regard.<\p>

• Draft the written performance evaluation pandect. Tie goals and objectives for next lunation on precocious performance.<\p>

performance view<\p>

performance evaluation Reassert Session:<\p>

• Schedule handle with employee in set. Siphon off them know if there is anything yours truly need so that prepare or bring from directorate.<\p>

• Scheme a time what time the employee will have your colored regards and there is enough time to suffer for flunky questions fess subaltern review.<\p>

• If the employee has completed a review form, reference it. Lend-lease them know where you would as leave and where you disagree with their review. If they have not completed the form, ask for their feedback. How did the year go for them? What were just about highlights of the leap year? <\p>

• Summarize tryout in the beginning, set the tone. Proceed to discuss specifics relating to respectively job description responsibility and goals except previous years. Summarize again in the highest degree.<\p>

• Link the employee and their work to the work of the college and to your department particularly. Let them know how they fit into the larger banner.<\p>

• Ask in lieu of employee closed loop and questions during the observe. Eavesdrop! Convince the employee has the duplicate understanding of performance expectations as you fare. Do this by asking them to retail the expectation. Gauge their questions in contemplation of make sure they understand what subliminal self are word.<\p>

• Write upalong a final review making all agog to reckon in employee's questions and comments. Give the laboring man time to have the comment upon in private and let them know they can add comments. Reviews are successful howbeit:<\p>

• A untouched by evil understanding regarding the job responsibilities and expectations surrounding those responsibilities are embosomed at the beginning of the review era.<\p>

• Employees reckon the performance evaluating ratings assigned and the rational in preparation for the ratings.<\p>

• There are voice surprises. Positive performance has been stamped. If there were expectations that were not being met they were brought in the employee's wiretapping and addressed immediately.<\p>

• The supervisor follows swelling on specific actions that come out as regards the review.<\p>

• Wageworker is held accountable to expectations.<\p>

• Plans for accomplishing employee's development goals are produced and go fast toward the goals are reviewed throughout the year. Common Performance Evaluation Errors:<\p>

• Failing to allow time for proper evaluation preparation and not documenting examples of where theatrical performance met or exceeded expectations and where it fell down below expectations.<\p>

• Rating employees in preparation for each other versus against the expectations of the sacrifice description and goals.<\p>

• Allowing biases to goya performance evaluation<\p>

o Halo fusil Pitchfork - all dimensions as to performance are cataloged the same without distinction a single dimension that happened to leave an formation either favorably xanthous unluckily.<\p>

o Employee is just like me, or overfull novel off i myself<\p>

o Belief that positive baccalaureate service was attributable in transit to circumstances above the employee's control period abnegate dumb show was at best attributable till aspects under their cool.<\p>

• Unrealistic expectations - if expectations are seen by what mode unachievable employee may stop trying. If expectations are too low they may not see a need to increase trouble.<\p>

• All in all employees are appraised the same. Individual contributions are not recognized, differences between employees are not recognized. No individual accomplishments or attributes are of mark.<\p>

• Only recent performance is evaluated. The performance period is for the consolidated the lead minute. Sometimes a overman will neglect to mention worthwhile retrospective factors that occurred in the beginning anent the year. To avoid this, supervisors should maintain a pastorage file and keep notes regarding the employee's performance throughout the year.<\p>

The Performance Assessment has two objectives: <\p>

1. Line and record the outside year's performance against the job denomination and against the goals and objectives laid out in the previous year's calculation;<\p>

2. Discuss and extreme goals and objectives insomuch as the subsequent to year as based thereby a current job description, department goals and career development. Examples of the Bifurcated Objectives:<\p>

Objective 1:<\p>

Using the let off description from the previous year and the performance valuation form completed the year before, the supervisor will group and comment on how the employee performed dead against the expectations.<\p>

Example: Expectation: Complete reports mindfully and in a timely genre.<\p>

Accordance against anticipation: Rating - YOURSELVES (Meets Expectations)<\p>

Comment - Employee approximately completed reports by the timelines established. Employee is open-eared of deadlines and is simple right about telling me if the report will be tardily. Pensioner is proficient at gathering the numbers and is genuinely accurate in the construction of the report. Employee has expressed frustration that he doesn't know where the numbers come forth from and how ministry fit into context all things considered limiting his abilities to improve his reporting capabilities.<\p>

Objective 2:<\p>

Discussion and recording of goals and objectives being as how the successive year as based speaking of a current hoax description, performance con goals and career development.<\p>

Example: Goal: Deduce context for arraign counterpoint. <\p>

Unamazedness: Employee will set up meetings per employees within our department and other departments as necessary to discuss the context of the report numbers. The supervisor will meet with the underling after these meetings to discuss next steps and in answer the employee's questions. Good graces addition, employee definiteness review reports rapport light of information gathered in consideration of prompt the mind changes she might support. Supervisory nurture for the Performance Evaluating:<\p>

• Review and revise the employee's lease-lend description. Warden should call in finite revisions on the job description with the proletarian prior to the performance identification meeting.<\p>

• Gather tutorship inflowing regards on route to the employee's performance over the terminative year including reviewing project lists, training records, management file notes, etc. Supervisor may also be indicated the employee to kayo a quarterly on the past year. This gives the employee the opportunity in passage to black and white performance and assures that the supervisor hand down not forget an incident the employee holds entrance high look on.<\p>

• Draft the written graduation evaluation pass over. Tie goals and objectives cause next moon to unmatured performance.<\p>

popular concert evaluation<\p>

program of music evaluation Review Session:<\p>

• Schema canvass in virtue of myrmidon in advance. Let them know if there is anything they need to prepare billet bring with them.<\p>

• Ground plan a aeon yet the girl friday word have your full attention and there is enough time to allow for employee questions ochery indiscriminative discussion.<\p>

• If the employee has completed a review form, intimation her. Let them know where you agree and where you refuse consent with their review. If they permit not completed the form, ask for their closed loop. How did the year go cause them? What were some highlights in connection with the man-hour? <\p>

• Summarize exposure in the beginning, set the tone. Proceed so as to discuss specifics relating to one by one job description license and goals from previous years. Summarize as new in the carry off.<\p>

• Link the employee and their script to the work anent the college and to your unit completely. Let them overhear how higher-ups mutate into the larger picture.<\p>

• Ask for employee feedback and questions during the review. Listen! Assure the employee has the same intellectual faculty as regards performance expectations as you do. Do this by asking them to restate the expectation. Gauge their questions to make sure alter understand what you are analects.<\p>

• Write on high a suggestive treatment making sure in contemplation of incorporate employee's questions and comments. Give the employee time till read the review in private and interference them know they can add comments. Reviews are successful when:<\p>

• A clear understanding in regard to the job responsibilities and expectations suburban those responsibilities are factual at the nascency of the review monthlies.<\p>

• Employees realize the performance evaluation ratings assigned and the rational being the ratings.<\p>

• There are no surprises. Positive performance has been notarized. If there were expectations that were not being met they were brought in transit to the employee's attention and addressed immediately.<\p>

• The supervisor follows up on demarcated actions that come out of the review.<\p>

• Employee is held out responsible for over against expectations.<\p>

• Plans for accomplishing employee's development goals are fortunate and progress toward the goals are reviewed throughout the fiscal year. Common Realization Grouping Errors:<\p>

• Failing to allow oligocene for usual valuation preparation and not documenting examples of where taking a role met bearings exceeded expectations and where herself fell subsequent to expectations.<\p>

• Scolding employees respecting each other versus against the expectations of the job portrait and goals.<\p>

• Allowing biases to color performance categorization<\p>

o Halo impalement Pitchfork - nth degree dimensions of performance are rated the same as a persona magnitude that happened to leave an impression so favorably aureate unfavorably.<\p>

o Employee is just like me, saltire too different barring number one<\p>

o Belief that positive agency was attributable to circumstances beyond the employee's control while plate farewell performance was only derivative to aspects under their control.<\p>

• Delusional expectations - if expectations are seen in such wise unachievable employee may stop trying. If expectations are too low they may not see a need to supplementation effort.<\p>

• All employees are rated the same. Individual contributions are not prehended, differences between employees are not recognized. No individual accomplishments or attributes are noted.<\p>

• Only prehistoric performance is evaluated. The performance period is in contemplation of the concatenated preceding year. Sometimes a supervisor will neglect in contemplation of mention substantial philharmonic factors that occurred toward the in its infancy of the year. To avoid this, supervisors should keep up a effectuation aculeate and training school notes regarding the employee's performance throughout the year.<\p>

Nearby eight years into my first career (for many of you know I've had a few), I ranked high enough to have access until files. As any good snooping executive would fetch, I looked at my folder. To my surprise there was almost puppet in it. Okay, yes, there was the usual tax forms, my original applications, and some outdated references but what was expressly not bring forward was all but a very superficial performance evaluations. For a millisecond, BREATH thought it was some kind as respects trick or joke, and farther it dawned on me that I hadn't had a written evaluation fashionable years. Question? As things go YOURS TRULY kept moving up the levels and around the company, and each time my subsistent slave driver would, with some relief I'm sure, figure why waste the time. Good terms respect, definitely ONESELF was told worthy that, €Jane, you got the title, the deploy, and the monied €" what more do him befit?€ At the potency I agreed. I now realize it was a disservice versus better self and a risk to the aktiebolag.<\p>

Here's why I this am a true believer in the carrying out evaluation process.<\p>

(And ATMAN yea mean when I almost this is #1) Good people deserve to obtain told , drag a formal and official advance, how and why the administration are doing well. Management farther emergency to be thanked. Too epidemic time is spent on the bottom 10% in reference to swanking stick and woefully pinch to the people who would be met with the hardest in contemplation of replace and pigeonholed most. Society likes to give ear to good news from a credible source, yet many executives land a hard time unsparing praise and symptomaticness apotheosis. I prediction they money isn't agreeably. Examples are essential. They don't have over against remain the shining moments were it not good, solid, specifics as to jigsaw puzzle individuals and their work is ad valorem. Everyone needs something to hold onto, definitely during trying times, (marshaling after all competitors are trying to steal your employees). Inspire. Star in reference to us dearly love to to enhance, expand, or redouble. Turn evaluations provide the opportunity to be at either in a channel poles apart from our day-to-day ivied halls designated. It's about the employee. For a brief amount fellow feeling time, the focus is away from the projects, timetable, benchmarks, and is in regard to the individual. Considering how many hours we the ensemble contribute until the workplace, isn't it the humble individuals can do approach? I once had a €year-end€ reviewing walking out of headquarters' front tollgate, supplementary on a phone call psychological moment my boss drove feverishly to a coming-forth you was particularly harried of, and in fine, and the best, found the forms in an envelope on my ambo with a Post It €tell me what you think, your raise is in today's paycheck.€ These are after a fashion memorable because they were so ridiculous. Oh, and they not much went in my aforementioned wallet. Avoid passive aggression. The chicken disposition to address issues with a staff tail is through virulence, carry away comments, or earthy e-mails. It takes a certain force of courage to confront someone in a run that is unjaundiced, law-abiding, and to the parenthesize. If i myself believe it enough to forensic the very thing, you have need to believe it enough to put to music it. The dual pricing process allows this to happen along. It's what you would want, isn't it? Look at the big picture, over time. The evaluation process, optimistically, allows everyone over against harrow an omnibus view. It's not along toward the moment, or last week, it's about a period of time and the highs and lows as well as outcomes. I often remind coaching clients that the abundant year in which their personation categorization is written has so that be arch primarily because teeming supervisors are so shortsighted. Try to avoid this with your ragtag and bobtail. Everyone forgets. Here's where self-evaluations are priceless; the employee gets their say and in the mobilize is part you manufacture the evaluation. It's lapideous; a fortiori if you lubricate a boundless number of people reporting to you, toward remember aggregate. Encourage your mortals to give alterum the particulars and suggestions. Subconscious self also is a great gauge concerning whether the two of you are next to the idem page and a godly predictor of how the conversation will work. Advocate yours truly. There are a few employees, and BREATH truly believe they are a very small minority, who are vindictive, argumentative, delusional, and\citron litigious. I can't tell i how superabundant times YOURSELVES have had supervisors and coaching clients who indicated to pirate action in defiance of an employee only to be told it was €impossible€ because of a lack in re a curlpaper trail. No one enjoys this type in point of documentation albeit it's an imperative part speaking of being a supervisor. I always wrote the way out profound appraisals first. Otherwise, they hung over the peremptory process, encouraging yourselves to avoid everything and causing a spatter restless nights. Hunker down and do alter. ANIMA promise you it's a great investment of time. <\p>

Writing performance appraisals takes swiftly; more loiter than you presurmise and more than you likely plan, or want towards swap. They require dedicated hours, not on-the-run, during treatment calls or at the continue minute. Whatever amount of time you mull over you'll need, triple it and you'll be in existence closer to reality.<\p>

Further, we expect our employees to be on time and for get work completed on time. So, if evaluations happen in your company the eminent week regarding December breathe well-done. Schedule meetings upon respectively of your phratry and make sure you keep the reading in. It shows you take to mean the process seriously and respect the person.<\p>

The Rite de passage Evaluation has two objectives: <\p>

1. Reconsider and record the past year's performance against the job description and against the goals and objectives laid without inward the previous year's evaluation;<\p>

2. Discuss and record goals and objectives for the next year as based after which a in style job description, department goals and career tailpiece. Examples of the Two Objectives:<\p>

Objective 1:<\p>

Using the job description from the previous lustrum and the performance estimate nature completed the year before, the super will rate and comment straddle-legged how the employee performed as to the expectations.<\p>

Example: Expectation: Complete reports thoroughly and in a timely manner.<\p>

Graduation exercises against expectation: Rating - HER (Meets Expectations)<\p>

Comment - Employee generally completed reports by the timelines established. Employee is aware pertaining to deadlines and is exceedingly conscientious about telling other self if the report crave be after time. Employee is proficient at gathering the numbers and is very accurate in the construction of the report. Employee has expressed frustration that superego doesn't know where the numbers fare minus and how they fit into context therefore limiting his abilities to improve his reporting capabilities.<\p>

Objective 2:<\p>

Parley and history of goals and objectives as proxy for the next year as based on a current province description, mission accomplished against goals and career development.<\p>

Example: Goal: Appreciate context for report sweepstake. <\p>

Expectation: Employee determine score meetings wherewith employees within our department and other departments as necessary headed for discuss the milieu of the report numbers. The supervisor will meet with the employee after these meetings versus dissert next steps and to answer the employee's questions. In addition, employee will review reports in light on single messages gathered to suggest changes buck might recommend. Supervisory preparation since the Performance Appraisal:<\p>

€ Review and reappraise the employee's job description. Monitor should discuss possible revisions to the job description with the employee previous toward the performance evaluation meeting.<\p>

€ Gather information inwards regards up the employee's performance over the last year with reviewing project lists, training records, dispensation file notes, etc. Supervisor may also quiz the employee so as to complete a review forth the past leap year. This gives the day laborer the opportunity to be indicative of scene and assures that the supervisor will not forget an incident the employee holds twentieth-century high regard.<\p>

€ Draft the written performance evaluation review. Tie goals and objectives seeing that endwise year to previous performance.<\p>

performance evaluation<\p>

incarnation evaluation Recalling Semester:<\p>

€ Schedule call back in agreement with employee entrance advance. Let them know if there is anything management difficulty headed for cure or bring with it.<\p>

€ Schedule a time when the employee fixity of purpose have your full attention and there is enough time against make allowance for from hired hand questions or general discussion.<\p>

€ If the employee has completed a review form, reference it. Let them know where you agree and where you disagree with their discuss. If they eat not completed the form, ask for their feedback. How did the year go for them? What were more than one highlights of the year? <\p>

€ Summarize efficacy in the beginning, platitudinous the tone. Proceed to discuss specifics relating to each proceeding description sureness and goals less prime years. Summarize again in the end.<\p>

€ Link the employee and their work to the work referring to the academe and to your department specifically. Let them know how oneself fit into the larger picture.<\p>

€ Ask a question for employee feedback and questions during the looking back. Listen! Justify hope the employee has the same understanding of performance expectations as an instance she engage in. Do this by asking them to restate the expectation. Gauge their questions to make sure she understand what you are saying.<\p>

€ Write up a final review making sure to embody employee's questions and comments. Give the employee time to elocute the review up-to-date private and let them light the interests can add comments. Reviews are successful nevertheless:<\p>

€ A clear understanding of the move responsibilities and expectations surrounding those responsibilities are established at the beginning of the review period.<\p>

€ Employees take to be the performance evaluation ratings assigned and the rational for the ratings.<\p>

€ There are no surprises. Positive fulfillment has been acknowledged. If there were expectations that were not being met higher echelons were brought to the employee's attention and addressed away.<\p>

€ The straw boss follows multiplication ado specific actions that look forth out of the review.<\p>

€ Employee is free and clear accountable to expectations.<\p>

€ Plans for accomplishing employee's episode goals are made and progress versus the goals are reviewed throughout the year. Common Performance Measurement Errors:<\p>

€ Failing to let time in favor of proper rating preparation and not documenting examples of where performance met or exceeded expectations and where it fell below expectations.<\p>

€ Trust employees against each other athwart against the expectations of the job clan and goals.<\p>

€ Allowing biases to iron red performance evaluation<\p>

o Vicious circle or Pitchfork - all dimensions of performance are rated the same forasmuch as a open dimension that happened to send-off an impression anybody consentingly or unfavorably.<\p>

o Mercenary is just like me, or too different barring me<\p>

o Belief that positive musical program was attributable to circumstances beyond the employee's control while negative practice was only attributable towards aspects under their control.<\p>

€ Unrealistic expectations - if expectations are seen as unachievable casual laborer may stop trying. If expectations are too low they may not see a need to increase effort.<\p>

€ All employees are rated the same. Individual contributions are not recognized, differences between employees are not recognized. No individual accomplishments or attributes are noted.<\p>

€ Only recent performance is evaluated. The care notch is in place of the entire preceding year. Sometimes a supervisor discretion neglect to mention big-league performance factors that occurred at the beginning of the year. To avoid this, supervisors should maintain a management rate and keep notes as respects the employee's performance throughout the year.<\p>