As a supervisor you play an important role in disseminating the culture of 91ÁÔÆæ to others. You also carry an extra responsibility in relaying important communications, making sure projects and business processes are completed, and providing important feedback to those that report to you and helping them grow.
Whether you are hiring someone, evaluating someone's performance, managing projects and suggesting possible learning opportunities, or just need additional information, we've put together information to assist you in your role.
Here you will find the instructions and forms you need as a supervisor or manager to complete performance evaluations for those employees under you. If you are considering disciplinary action or issuing a Performance Improvement Plan, you should contact Human Resources.
Use whole numbers for the ratings. The overall rating may not be a whole number because of the weighted calculations built into the form.
A rating of 3 (Met Standard) is a good rating. Employees who come to work every day, do their jobs, etc., meet the standard.
If the evaluation contains a rating of less than 3 in the area of Performance, the supervisor needs to contact Human Resources prior to meeting with the employee to prepare either a Performance Improvement Plan (PIP) or other disciplinary document to be presented to the employee at the time of the evaluation.
If the evaluation contains a rating of 5 in any category, the supervisor must provide a justification in either the comment block if sufficient space is available or in a separate document attached to the evaluation form.
Employees have 30 days from the date of signature on the evaluation to include any comments with the evaluation.
The supervisor should take this opportunity to review the current job description with the employee and discuss any changes or additions that should be made to this document.
