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to A SUCCESSFUL PERFORMANCE REVIEW |
- Employers should schedule performance reviews on a regular basis
and this should be communicated in writing to all employees.
- A formal performance review document should be completed by the employee
who should be asked to rate their performance against agreed criteria
set out at the commencement of the review period, following discussions
between employee and employer.
- Employees should be asked to document their highlights and achievements,
supporting outcomes and key performance indicators such as sales figures,
cost savings and overall contributions to business development.
- Employees should also use the opportunity to highlight areas that:
* need to be improved;
* prevent or hinder their performance;
* they enjoy about their role; and
* they wish to acquire and develop skills in.
- The manager should track and document key areas of interest outlined
in the employee’s performance review and note the performance as appropriate.
This should include any key achievements or areas where the employee
overachieved or excelled and areas that require future development.
- There should be sufficient time allocated prior to the review to ensure
that both the manager and employee can adequately complete the process.
- Meetings should be booked well in advance and managers should ensure
enough time has been set aside to conduct the review in a private meeting
room without interruption.
- An agreed agenda should be used and both employee and manager should
have input to agenda items.
- Appropriate support documentation which clearly illustrates the
employee’s
performance should be used in the review to support ratings, scores or
comments.
Source: My Business
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