When you hear the words annual performance evaluation in a sentence, what comes to mind? Do you feel threatened, excited or annoyed by the fact that there is another performance evaluation in your workplace? Of course there are others who may feel more nervous over the fact that this performance evaluation may change their future for the better or worse. They may think they would get something positive or negative which is quite normal. However, the performance evaluation is not used as a test or as punishment for wrong behavior nor is it used as a way to control your staff. If you are wondering what it really is used for, why don’t you check out the article below for more information.
An annual performance evaluation is a kind of evaluation that deals with the performance based on an employee. This kind of evaluation refers to the day to day assessment and review of the employee’s overall job performance. If the employee is still up to their work standards that are mandatory in the company. The performance evaluation is also based on the evaluation results of their achievements, knowledge of their work, any growth or lack of growth in the company, and their skills. The result of the performance evaluation is used to see if the employee has done a good job or a terrible one. The result would also mean if the employee has a chance of getting a promotion. Of course this is based on the results and the proof if the employee may have a chance of better perks based on the performance evaluation done by the company.
The purpose of doing an annual performance evaluation is to see to it if the employees are still doing their best at their jobs. To check whether the employee in question may be doing a good job or may need some improvements. In addition to that, an annual performance evaluation is only done every year, so it gives the evaluator the opportunity to observe the employees and to see if there are any relevant improvements since the previous evaluation being done.
Ever wondering what an annual performance evaluation is or how it is written? Of course each performance evaluation differs with companies and how they base it on. But for the ones below are the general things you would see in an annual performance evaluation. Check them out below.
Begin by writing the evaluation period. This is important as this helps you know when you began your evaluation period and when it ends. Of course once you start with choosing the month of your evaluation period, you must stick to it. Remember that what month you may choose you must also begin there.
The employee’s information includes the name, the company they work, their position and the department they are assigned in. It also includes the name of the person who is the head of their department if possible. Of course all the information being given would and should remain private. This includes the results of the evaluation.
The evaluation performance is often based on the rubrics that the company has. No rubrics are the same or may have the same definition. The performance rubrics are based solely on what is necessary to evaluate. In this case it is the employee’s performance. The criteria has to be about the performance and can be rated between 1 to 5 generally.
The evaluator’s comments can be both positive and negative, depending on how they see fit of the evaluation. It is best to give out some positive comments while being polite and professional when giving negative or needs improvement comments. This shows that you are not doing this to embarrass your employees but to let them know that you value their skills and worth in the company.
The evaluation results are going to be kept confidential. The results can range from worse to best at any given performance evaluation. However, do not let the results be the only reason or proof of eliminating or firing an employee. Let the results be used as a way to help the employee do better next time.
A kind of evaluation that is done yearly. To see if there are any improvements or lack of it from the previous evaluations of your employees.
It is usually the head of your department or the Human Resources who does the annual performance evaluation.
Depending on the policy of the company. However, an annual performance evaluation is mostly used to evaluate the performance of that employee for the whole year. If there is any growth or improvement or the lack of it.
Again this may depend on the company you are working for. However, there are some companies who would see to it that they do an annual performance evaluation to check if their employees are still doing their best and those who may be struggling, to get them some help.
Doing an annual performance evaluation is not as scary as it may sound or look. Rather it is something useful. It helps the company keep track of the performance of their employees. It also gives them a good view of who may be performing better and those who may be struggling. This evaluation also gives out an open view on how to deal with employees who may be struggling with their performance and find a solution to eliminate the issues.