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Get the free Supervisors Guide to Performance AppraisalsRHIT - rose-hulman

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Supervisors Guide to Performance Appraisals Office of Human Resources 12/16/2008 Why bother to do performance appraisals? 1. To set goals for employees, department and organizational improvement.
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How to fill out supervisors guide to performance

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How to fill out a supervisor's guide to performance:

01
Start by gathering all relevant information about the employee's performance. This may include performance reviews, feedback from coworkers, and any documented incidents or achievements.
02
Review the performance standards or expectations that have been set for the employee. This will help you assess their performance against these goals and objectives.
03
Evaluate the employee's performance in different areas, such as quality of work, productivity, communication skills, teamwork, and any other relevant criteria.
04
Use specific examples or incidents to support your assessment and provide a clear picture of the employee's strengths and areas for improvement.
05
Offer constructive feedback and suggestions for how the employee can improve their performance. Use a balanced approach, acknowledging their accomplishments while also addressing any shortcomings.
06
Set clear and measurable goals or targets for the employee to work towards in the future. These goals should be aligned with the organization's objectives and should be SMART (Specific, Measurable, Achievable, Relevant, and Time-bound).
07
Discuss the supervisor's guide to performance with the employee, ensuring they understand the assessment and the feedback provided. Encourage open and honest communication to address any concerns or questions.

Who needs a supervisor's guide to performance?

01
Managers and supervisors in organizations who are responsible for evaluating and managing employee performance.
02
Human resources professionals who may use the supervisor's guide to performance as a tool for tracking and documenting employee performance.
03
Employees themselves, as the guide can serve as a valuable resource for understanding the expectations and criteria upon which their performance will be evaluated.
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