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Performance

Supervisor’s Tips for Effective Performance Appraisals

1. Planning Performance

  • Develop performance plans that are accurate, measurable, attainable, reasonable, and allow for performance above the fully successful level.
  • Describe standards in terms of quality, quantity, timeliness and/or method of work. Focus on expected results and outcomes and ensure that expectations are aligned with agency/unit strategic goals and objectives. Avoid duty statements. Standards should tell the employee how well they must perform in order to meet the fully successful level.
  • Involve employees in the development of performance plans.
  • Be timely in setting performance plans in place.
  • Revise plans if performance expectations change during the rating cycle.
  • Be prepared to explain to employees how they can exceed their standards.
  • Communicate to employees that "Fully Successful" performance is good performance…work is at the expected level of performance and is of good quality, quantity, and accomplished within established time frames.
  • Ensure that plans are consistent and equitable with in your unit.
  • Establish meetings with employees to set plans in place. Clearly communicate expectations and clarify generic or vague standards. To the extent possible, ensure employees understand expectations.

2. Monitoring Performance

  • Continuously monitor and provide performance feedback often during the rating cycle.
  • Maintain written records of feedback and specific accounts of employee performance during rating cycle.
  • Conduct timely mid-year reviews.
  • Inform employees of performance falling below last formal appraisal of performance. Performance should not be a surprise at the end of the rating cycle.
  • Notify your Employee Relations Specialist immediately when performance problems begin.
  • Ensure continued accuracy of performance plans.

3. Developing Performance

  • Develop performance through use of an Individual Development Plan (IDP), i.e. formal training, developmental assignments, coaching, mentoring, etc.
  • Encourage teamwork, employee ideas, improvement in processes, involvement in committees, and other innovation.
  • Coach and mentor employees, help them succeed in their positions.

  4. Rating Performance

  • Consider your own observations of performance, feedback from others and accomplishment reports when preparing your ratings of record.
  • Consider results, outcomes, and relevant facts when rating performance, not personalities and other subjective factors…Stick to the standards!
  • Discuss a rating of record with an employee only after you obtain Reviewing Official approval.
  • Notify your ER Specialist for guidance if you plan to rate an employee below the fully successful level.
  • Ensure that ratings of record are fair and equitable within your unit.

5. Rewarding Performance

  • Recognize outstanding accomplishments and achievements of employees during the rating cycle through the use of monetary and non-monetary awards, and nomination for Agency/Departmental awards programs and external award programs announced by the Human Resources Division.
  • Reward employees for true accomplishments and achievements. Reward results, outcomes and impact.
  • Recognize high performance at the end of the rating cycle. Reward employees soon after accomplishments, achievements or results have occurred….be timely.


NOTE - Effective performance management is not rocket science. An awareness of the policies, procedures and practices of performance management and sufficient attention to the appraisal and recognition of employees are the keys to success.

 

 

Last Updated: 02/01/2010

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