by Performance evaluations which provide employers with an opportunity to assess their employees’ contributions to the organization, are essential to developing a powerful work team. Yet in some practices, physicians and practice managers put performance evaluations on the back burner, often because of the time involved and the difficulties of critiquing employees with whom they work closely. The benefits of performance evaluations outweigh these challenges, though. When done as part of a performance evaluation system that includes a standard evaluation form, standard performance measures, guidelines for delivering feedback, and disciplinary procedures, performance evaluations can enforce the acceptable boundaries of performance, promote staff recognition and effective communication and motivate individuals to do their best for themselves and the practice.
Performance evaluation is the process of evaluating how effectively employees are fulfilling their job responsibilities and contributing to the accomplishment of organizational goals
Performance evaluation:
- Is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development,
- Is a process of evaluating an employee’s performance of a job in terms of its requirements,
- Is the process of evaluating the performance of employees, sharing that information with them and searching for ways to improve their performance,
- Provides the basis for assessment of employee contributions, coaching for improved performance and distribution of economic rewards,
- Refers to the outcome of the behavior of employees.
Criteria
- Explain the appraisal process.
- Clarify job expectations.
- Review and update job skills.
- Review accomplishments and goals.
- Final steps and rewards.
Explain the appraisal process
In the appraisal meeting between a manager and employee, the manager should first explain the purpose and the process of the Performance evaluation.
Generally, a Performance evaluation is conducted to clarify job expectations, set goals for improvement of weaknesses and reward for accomplishments and overall performance.
The manager’s job is to explain the steps involved during and after the Performance evaluation.
Clarify job expectations
A mutual understanding of job expectations is essential to an effective Performance evaluation. Absence of mutual understanding, the appraisal meeting could spiral downward because the manager and employee might be working from completely different viewpoints.
A review of the job description, and employee skills, qualifications and responsibilities should precede the actual Performance evaluation.
Review and update job skills
It is important to review the skills of employees and update accordingly. Manager discusses any improvements necessary, and praise the employee for acquiring the new skill.
The manager determines what additional skills the employee can learn during the next evaluation period by setting reasonable goals for professional development. The employee should feel free to provide input throughout the Performance evaluation.
Employees should be provided with a self-appraisal form. If this is the case, the employee will come to the Performance evaluation meeting with the completed selfappraisal.
Review accomplishments and goals
Accomplishments throughout the evaluation year will be enumerated. If there are quantifiable goals established for the review period, the manager and the employee determine if the goals have been met.
Often, a “management by objective” technique is used to track specific, goals, progress and completion of each quarter. Using this technique simplifies the Performance evaluation because there are intermediate assessments made during the evaluation period.
Final steps and rewards
An overall appraisal score may be discussed during the meeting or it may be calculated after the manager has had an opportunity to consider the employee input.
