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Performance Review Documentation for Duke University Employees At Duke, annual reviews are required. Midyear reviews may also be required by the department. Below are the steps in the performance

How to fill out performance review documentation

How to fill out performance review documentation:

1. Start by reviewing the employee's job description and performance objectives. This will help you assess their performance against the established goals and expectations.
2. Gather data and evidence to support your assessment. This may include performance metrics, feedback from colleagues or clients, and any relevant documentation such as project reports or customer satisfaction surveys.
3. Provide specific examples of the employee's accomplishments and areas for improvement. Be objective and focus on measurable outcomes rather than personal opinions.
4. Use a standardized performance rating scale or criteria to evaluate the employee's performance. This will ensure consistency and fairness in the review process.
5. Include feedback from the employee's direct supervisor or manager, as they may have additional insights or observations to contribute.
6. Offer constructive feedback for areas where improvement is needed. Provide actionable steps or suggestions for how the employee can develop their skills or address any performance gaps.
7. Set goals and expectations for the upcoming performance period. This will help the employee understand what is required of them and how their performance will be measured moving forward.
8. Finally, ensure that the performance review documentation is accurate, complete, and signed by both the employee and the reviewer. This will serve as a record of the performance review and can be referenced in future discussions or actions.

Who needs performance review documentation?

1. Managers and supervisors: Performance review documentation is essential for managers and supervisors as it allows them to assess each employee's performance, provide feedback, and make informed decisions on promotions, training, or performance improvement plans.
2. Human Resources (HR) professionals: HR professionals rely on performance review documentation to ensure compliance with company policies, track employee performance trends, and provide support to both managers and employees throughout the performance management process.
3. Employees: Performance review documentation is valuable for employees as it provides them with valuable feedback on their performance, helps them identify areas for growth, and enables them to set personal development goals. It also serves as a record that can be referenced during future performance discussions or career planning.

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