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Conducting A Staff Performance Review

Conducting A Staff Performance Review

Staff Training & Performance
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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

Time

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Tools and Equipment

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Parts

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Support people

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Paperwork and authority

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Other

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Safety hazards awareness

Any safety hazards to be aware of – delete this section if not needed

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Steps

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Tips

Any tips learnt from previous experiences that should be passed on – delete this section if not needed

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Traps

Any traps to avoid learnt from previous experiences that should be passed on – delete this section if not needed

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Related documents

  • Annual Performance Review
  • Compant Training Policy
  • Conducting A Counselling Interview
  • Professional Development Policy
  • How to use bottlenecks in your business to help you write effective standard operating procedures (SOP)
  • SOP Software to help you manage your standard operating procedures (SOP)
TKO Business Modeller
Pat Williams, is the creator of TKO Business Modeller & TKO Policy Guides software. Pat firmly believes in the benefit of documenting your business systems. In doing so, a business owner can build the system once, then duplicate themselves over and over again simply by inducting new people into the system.

* Please read our disclaimer before downloading any of our documents

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  • Document your systems with TKO
  • Related documents

    • Annual Performance Review
    • Compant Training Policy
    • Conducting A Counselling Interview
    • Professional Development Policy
    • How to use bottlenecks in your business to help you write effective standard operating procedures (SOP)
    • SOP Software to help you manage your standard operating procedures (SOP)
    TKO Business Modeller
    Pat Williams, is the creator of TKO Business Modeller & TKO Policy Guides software. Pat firmly believes in the benefit of documenting your business systems. In doing so, a business owner can build the system once, then duplicate themselves over and over again simply by inducting new people into the system.
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