Supervisor'S Performance Review Handbook Page 17
ADVERTISEMENT
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
83
84
85
86
87
88
89
90
Collect and use documentation (per all the above) relative to at least the top duties/goals
that reflect 75% of the job description. Note: any duty or goal marked as
unsatisfactory must have several examples of supporting documentation. Consult
with one’s manager and HR.
Here’s a mnemonic as a quick review about the key items to practice when delivering
performance reviews.
OSCAR
O
bjective Based (specific and not subjective thru solid examples;
based upon communicated performance expectations and
standards; takes into account incumbent’s self-review)
S
urprises Prevented (periodic mini-reviews or
feedback sessions provided prior to formal review)
C
ircumstances summarized (examples, documentation provided,
obstacles discussed and counter actions created, improvement
areas & development plans co-created)
A
ccomplishments Highlighted (talents validated, how obstacles
were dealt with and overcome)
R
e-Initiate Your Commitment to support/partner with employee
(sincerely thank them for their contributions to the success of your
team/department & College; Re-Initiate the Performance Process
by establishing a follow-up discussion about job changes, new
goals and expectations, etc.)
Supervisor’s Performance Review Handbook rev 7/5/12
Page 17
ADVERTISEMENT
0 votes
Related Articles
Related forms
Related Categories
Parent category: Business