Document Employee Performance Quick Training

Keep This in Mind

  • Document the things employees have done well or did not accomplish/did not do well.

  • Whatever you say or document must be objective, observable, and measurable.

  • Talk with employees face to face. Clearly state what was observed, and what was expected (if there is a performance problem).

  • Be honest about employee performance. If it was sub-standard, clearly state what the problem was, in an objective, observable and measurable way.

Why do it: 

  • To give the employee "credit" for good work.

  • Make sure that the employee understands what the job requires. (Remember: objective, observable, and measurable.)

  • The primary purpose should be to assess employee performance or productivity.

What to do:

  • Don't lie or backdate documents.

  • Don't wait too long after an incident.

  • Don't embellish or dramatize - Be objective and descriptive.

  • Review job description with new employees and as needed thereafter. (Policy 395 - Introductory Period of Employment)

  • Allow employee to provide own version of events if he/she disagrees.  

  • Document substandard or good/excellent performance.
    (Click
    here for a sample recording system - this IS NOT a replacement of the Performance Appraisal Tool, which can be found here)

  • Give employee specific feedback/goals for improvement.

  • Provide retraining, education, and assistance.

  • Tell employee the document will go into his/her employee file. (Policy 331 - Personnel Files)

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Last Updated on 7/27/12

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