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)