Conducting A Staff Performance Review

Purpose

To provide a framework for assisting staff to achieve performance requirements

Background

Goal setting is a useful motivator for all staff. It provides a yardstick for performance to assist staff to identify their own strengths and weaknesses.

For high staff morale, goal setting should be a form of encouragement and a “game”; it should not carry the threat of dismissal for under performance in itself. It may help detect under performance that management and the staff member can reverse through communication and professional development.

Scope

Key Performance Indicators are established for all staff and for the business itself.

Procedure

Key performance indicators are established within [our performance management system] and are regularly reviewed for accuracy.

Staff are regularly reviewed, at least (monthly, quarterly, six-monthly, annually) against Key Performance Indicators (KPIs).

Generally the process follows:

Preparation

agree review time with employee
advise supervisor of employee
review personnel records and file notes
use separate, private area for discussion
ensure no interruptions
enter details on first page of summary form

Conduct the Performance Review

discuss performance plan
list strengths and weaknesses
plan for development of strengths
plan for overcoming weaknesses

Review Career Development

note Aspirations
record employee’s comments

Conclude Review

summarise
agree and note further actions
both parties sign off

Follow up

update Employee File
discuss any issues with supervisor or management
set date for follow-up with staff member
file completed summary form
review agreed actions at regular intervals

Outcome

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What you will need before you begin

Need	Notes
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Paperwork and authority	e.g. enter your own information here ..other
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Safety hazards awareness

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Steps

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Tips

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Traps

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Conducting A Staff Performance Review