Evaluating Employee Performance

Plan for optimum performance. Introduction 1

Why Read This Guidebook?

Who Should Read This Guidebook?

When And How To Use It

Why A Second Edition?

2 The Big Picture 5

The Performance Management Cycle

The Real Purpose Of Performance Evaluation

Types Of Performance Evaluation

The Tremendous Benefits To Gain

Forms (And Formalities)

The Performance Evaluation Model

3 Collect And Select 21

Gather Information From As Many Resources As Necessary

Brainstorm Descriptions Of Performance

Choose Substantive Data To Record

4 Describe And Document 37

Describe Performance With "The Write Stuff"

Connect Behaviors, Impacts, And Examples Following "The 2.5 Rule"

Fit Descriptions Into Your Form

5 Develop And Review 59

Identify Opportunities For Employee Growth

Draft Employee Development Profiles To Enhance Performance

Seek Support From Your Organization

6 Conduct And Summarize 77

Create A Comfortable Environment

Share Highlights To Build Understanding And Appreciation

Finalize Commitments And Collaborate Toward Mutual Goals

7 Corrective Actions 91

Administer Progressive Performance Counseling

Consider A Standard Process For Corrective Action

8 Summary 103

Appendix Reference Material And Reproducible Forms

PAUL J. JEROME is VP of Richard Chang Associates, Inc., a diversified organizational improvement consulting and publishing firm based in Irvine, California. He is an experienced management consultant and business executive specializing in executive development, management training, team building, and performance management. Paul is widely recognized for his creative design and enthusiastic delivery of practical management tools and techniques. He is also the author of Coaching Through Effective Feedback and Re-Creating Teams During Transitions, published by Richard Chang Associates, Inc.