09-12-2022 Council Packet - Laserfiche WebLink

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71 221698v1 input is often seen as especially credible and helpful for employees, and done as a simple conversation or through a more formal feedback process (3) Evaluate The Results The Employee Achieved. Identify the employee’s most important accomplishments of the past year. Determine the impact those accomplishments had on the department or city and the contribution they made to important goals and priorities. Include context, accomplishment and impact in your descriptions. Use relevant, accurate metrics (if available) to inform your evaluation of the employee’s impact and contributions. (4) Evaluate How They Achieved Results. Identify how the person was expected to achieve results. Including behaviors in the evaluation process is an important way of differentiating between employees who are performing more or less effectively than others. Ask yourself: • Did they meet the behavioral expectations on a consistent basis? • Did they consistently exceed these expectations? • Did they perform below expectations much of the time? (5) Write The Performance Review. Take the time to be thoughtful and specific with the narrative potions of the evaluation, as the narrative will be the most useful portion of the review for the employee. Narratives provide important feedback that helps the employee understand how they are performing relative to the expectations for their role. (6) Discuss The Review With The Employee. This is the most important part of the process. Key point: Context If you had formal or informal ongoing check-ins throughout the year, summarize these discussions in the annual review conversation to provide context. Narrative & Rating Discuss the narrative, the performance rating, and the rationale for the rating the person received. Discuss both the results the person achieved as well as how they achieved those results (i.e., behaviors). Input Ask the employee to share their thoughts and opinions on each portion of the review. Show Empathy If anything surprises the employee (particularly anything negative), consider whether this is the first time they are hearing it. If it is, then let them know that you are aware that this is new information to them and give them time to consider what they have heard. Give time Before and during review discussion: Provide employees with a written review prior to your discussion so that they a chance to familiarize and reflect. If they react defensively expect that they will need time before they can have a productive conversation about how to address the information. If the employee is receiving regular feedback and coaching throughout the year, nothing in an annual review should be a surprise.