Performance Management Phase III: Assessment
The performance assessment summarizes the employee's contributions over the entire appraisal period (usually one year). It may occur as often as is necessary to acknowledge the employee for accomplishments and to plan together for improved performance.
Preparing for the Assessment
Much of the hard work of appraising performance should be carried out before the assessment meeting. Prior to the meeting managers can encourage employee involvement by asking the employee to:
- Prepare a self-evaluation and/or
- List accomplishments and identify areas for improvement and/or
- Provide names of key clients who can give feedback on the employee's performance
- Propose work-related and professional objectives for the next review period
Managers should review the employee's:
- Objectives for the appraisal period - level of accomplishment and progress
- Professional development over the review period
- Input provided by key clients and colleagues
- Previous performance appraisals
View the Performance Rating Scale and Behavioral Anchors Matrix (PDF). Sample forms for non-represented and represented staff are available at Performance Management: Forms.
Conducting the Assessment Discussion
The assessment discussion is simply a continuation of the momentum established throughout the year. The key is to set a tone that is open and productive, and to ensure that by the end of the discussion both manager and employee have reached an understanding on any issues that require further discussion, timelines for completion, objectives that need to be met for the next year, and review points. For suggestions, including questions to stimulate discussion, please see the page titled "Tools and Resources for Performance Management."
1 Staff represented by CUE must be reviewed with an approved form and scale. See "Assessment Forms" on the Resources page. Staff represented by the CNA also have an approved form available through UHS.
