Which of the following is the best way for a supervisor to correct a performance appraisal

How to Prepare for a Performance Appraisal

There are many general tips that can enhance the effectiveness of the appraisal, the appraisal discussion, and to facilitate ongoing feedback between an employee and their supervisor. First of all, why are performance appraisals important?

• They provide an opportunity for recognition of accomplishments.
• They can facilitate improved future performance. Supervisors can get valuable information from employees to help them make employee's jobs more productive. The ultimate goal is to allow employees and supervisors to improve continuously and to remove barriers to job success.
• To aid in establishing a clear understanding of job duties, responsibilities, and priorities.
• Performance strengths and weaknesses are explored.
• Employees are coached on how to become more proficient and productive.
• Training and development needs are assessed and there is an opportunity to discuss the employee's career aspirations.
• Provides an opportunity to focus on specific projects and goals that may be related to a department or overall University strategic plan.

Preparing for the Appraisal Meeting

Preparing for the performance appraisal helps employees focus on examining their performance in a more objective way. Do not walk into the appraisal meeting not having thought about the review period.

• Review the employee's performance appraisal for the previous year and goals that were established for the current year.
  • What goals were met?
  • What goals were not met? Recognize any constraints that may have been present.
• Think of their performance in terms of a SWOT Analysis.
  • What are their strengths?
  • What are their weaknesses?
  • What opportunities do you see in regards to their performance?
  • What threats do you see with regard to their performance?
• Keep notes throughout the year to track their accomplishments and goals they have for the next year.
• Provide your employee with a list of accomplishments you are referencing in the review before you finalize the appraisal.
• Be sure you and your employee are clear on the timeframe the appraisal is measuring. It should be the time between last year's appraisal and this year's appraisal.
• View Tips for Preparing a Performance Appraisal .
• View Checklist for Preparing for the Performance Appraisal .

Conducting the Appraisal Meeting

• Remember that the performance appraisal is about positive communication between you and your employee.
• Have a practical approach/input towards improving their performance and/or setting goals for the coming year.
• Be open to employee's suggestions for removing barriers to their performance or ways to improve productivity.
• Talk about career development.
• Discuss necessary position description edits and forward these to HRS.
• View Tips for Conducting a Performance Appraisal.
• View Checklist for Conducting for the Performance Appraisal.

Concluding the Appraisal Meeting

It is the supervisor's responsibility to ensure that there are no surprises at appraisal time. You should discuss positive performance and areas for improvement throughout the year. It is in the employee's best interest to open up discussion about performance during the year so being open to these conversations is important. The sooner employees know where they are with regard to performance, the sooner priorities can be shifted or problems can be fixed. Communication is a shared responsibility.

• Regard the appraisal as a learning opportunity. The employee should be able to take away valuable information about themselves, you as a reviewer, and on new goals/opportunities for the coming year.
• Follow-up appropriately based on the timelines established in the performance appraisal.
• View Tips for Concluding a Performance Appraisal.
• View Checklist for Concluding the Performance Appraisal.
• View Checklist for Post-appraisal Follow-up.

Articles Referenced

• http://careerplanning.about.com/od/performancereview/a/reviews.htm