Considerations for Your Performance Evaluation Part 1
These are ten things that an employee should think about with regard t o his performance evaluation. It will become obvious that with a little foresight and a proactive approach an employee can make the evaluation process work for him.
1. Timetable. Most employers have a fixed schedule for employee performance evaluations. Usually, everyone is evaluated at the same time annually, or each employee is evaluated on the anniversary of his or her start date. Find out when your performance evaluation has been promised, and make sure your supervisor sticks to that timetable.
2. Purpose. The performance evaluation process should have a stated purpose. If the documents you receive do not contain a stated purpose, ask your supervisor to discuss this issue with you at the start of the evaluation process.
3. Anti-discrimination laws. Like every other aspect of your job, the performance evaluation process must comply with federal and state anti-discrimination laws. If you suspect noncompliance, you should document your concerns and bring them to your supervisor's attention immediately.
4. Privacy. You have a right to confidentiality of your performance evaluation. In most cases, only you and your supervisor will be involved in the evaluation process. Some companies may include a representative from the human resources department. Others take a team approach. If you suspect a breach of confidentiality, you should document your concern and take it to your supervisor immediately.
Considerations for Your Performance Evaluation Part 1
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