While most performance feedback should be informal, impromptu, on-the-spot and close to the time of the actual performance, planned feedback is also important. When an employee regularly receives feedback on the quality and quantity of their work, they are more likely to fully understand what is needed to continue good performance, correct poor performance and/or improve on mediocre performance. Consistently, research has shown that employees value receiving recognition for contributions and efforts and performing work that is important and meaningful. To be effective, the performance evaluation cycle cannot be an annual event.
An effective performance evaluation process creates a line of sight for employees through performance goals and measures of achievement that connect to the organizational priorities and success of the University and/or individual departments. Our dynamic and changing environment demands good performance evaluation skills and making performance feedback a routine part of your partnership with employees.
The following process outlines best practices for evaluating employee performance throughout the year as well as at the time of a formal evaluation. You'll find schedules and tools used at PSU for each of our employee position types by visiting Evaluating Employees.
- Goal setting and planning - At the beginning of a review period, set performance priorities with the employee for the annual period reflecting PSU goals as well as departmental initiatives. Be as specific as possible, identify measurements and outcomes, and logical checkpoints to help the employee understand their role and deadlines involved.
- Ongoing feedback and coaching - Establish routine check-ins with an employee throughout the review period to discuss progress and/or aid in removing obstacles to successful performance (at least quarterly and preferably monthly). Discuss any emerging or shifting priorities and provide corrective coaching where necessary.
- Evaluation - Seek input from the employee to aid in recognizing accomplishments for the review period. Combine the employee input and your own assessment to complete the written performance evaluation form. Meet with the employee and share your observations of performance.