Performance Evaluation (Page 2 of 6) in pdf

Preparation:

The Evaluator should notify the Employee of the upcoming Performance Evaluation and provide the

Employee with a blank copy of the Performance Evaluation Form that will be used. It would helpful to

ask the Employee to conduct a self-evaluation prior to the Performance Evaluation Meeting.

The Evaluator should review the Employee’s performance, focusing on the entire evaluation period, not

just the prior few weeks.

The Evaluator should review all of the documents and records relating to the employee's performance,

productivity and behavior, including disciplinary warnings and examples of praise in the Employee’s file.

The Evaluator should also review the Employee’s previous Evaluation to determine if the level of

performance has changed and if established goals have been met.

IF THE RESULTS OF THE EVALUATION INDICATE PERFORMANCE EITHER EXCEEDS OR

FALLS BELOW EXPECTATIONS, THE EVALUATOR SHOULD DISCUSS THE RESULTS WITH

EITHER THE NEXT LEVEL OF MANAGEMENT OR HUMAN RESOURCES PRIOR TO MEETING

WITH THE EMPLOYEE.

Performance Evaluation Meeting:

The Evaluator and the Employee will meet to discuss the evaluation. If the Employee has prepared the

self-evaluation, it would be appropriate to review it with the Employee against the Evaluator’s version.

During the Evaluation, the Evaluator should provide feedback on the Employee’s strong points and

weak points and provide recommendations for improvement. The Evaluator and the Employee should

collaborate to set performance goals for the next evaluation period and discuss the Employee’s desired

career path, if applicable.

At the conclusion of the meeting, the Performance Evaluation Form should be signed by both the

Evaluator and the Employee. The Employee’s signature does not indicate agreement with the

evaluation; it does, however, indicate that the Employee has had the information reviewed with him/her.

Should the Employee refuse to sign the evaluation form, the Evaluator should call in another supervisor

to witness the refusal to sign and note the refusal on the form in the appropriate area.

A copy of the Performance Evaluation Form should be given to the Employee and the original should

be forwarded to Human Resources for placement in the Employee’s confidential personnel file.

Note: If the Employee has been approved for a salary increase, a Payroll Change Form should be

forwarded to Accounting after the appropriate signatures have been obtained.

An Employee who receives an unsatisfactory evaluation should be placed on a thirty (30) day probation

with the expectation that behavior and/or performance during this period should improve. The goals for

improvement should be clearly documented for the employee. If the Employee does not improve within

the probationary period, additional disciplinary steps may be taken in conjunction with Goodwill’s

progressive disciplinary procedures.

Salary Reviews:

The evaluation of an employee’s performance will not necessarily result in a salary review.

IF THE EVALUATOR BELIEVES THAT AN INCREASE IS WARRANTED, HE/SHE MUST SUBMIT A

RECOMMENDATION TO THE VICE-PRESIDENT FOR REVIEW AND APPROVAL. SALARY

INCREASES SHOULD NOT BE DISCUSSED WITH THE EMPLOYEE DURING THE

PERFORMANCE EVALUATION MEETING WITHOUT AUTHORIZATION FROM THE VICE-

PRESIDENT.

Revised 1107

Performance Evaluation Page 2