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Performance Evaluation Policy

Macon County's Performance Appraisal process is designed to provide feedback, recognition, encourage communication, and offer clear direction to employees for effective job performance. Learn the benefits, why evaluations may fail, and elements of a successful system. Discover your role as a bridge to success, avoid pitfalls, and ensure diligent documentation for fair and constructive evaluations.

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Performance Evaluation Policy

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  1. Performance Evaluation Policy Macon County

  2. Performance Appraisal is a process... Not a form or document

  3. Purpose of Performance Evaluations • Provide feedback to employees about their performance • Recognize employees for excellence in job performance • Encourage and improve communication between employees and supervisor • Provide Employees with specific and clear direction on what they must do in order to effectively perform the job • Provide systematic information for future personnel actions such as promotional, etc.

  4. Other benefits of Performance Evaluations • Motivating superior performance • Counseling poor performance • Encouraging coaching and mentoring • Confirming that good hiring decisions are being made • Providing legal defensibility for personnel decisions • Improving overall organization performance

  5. Why Performance Evaluations don’t always work as well as they should: • Bad News • Adverse Impact • Personal Reflection • EEO Terror

  6. Elements of an Effective System • Support • Motivation • Communication • Collaboration • Fair treatment • Documentation • Formality • Accountability • Consistent with organizations core values and purpose

  7. YOUR ROLE: • Bridge • Attitude is key to success • Provide necessary resources • Provide meaningful feedback • Provide recognition • Provide opportunity for growth • Listen

  8. Where to Begin: • Communicate the expectations • Observe and document performance all year. • Give warnings and counseling when needed—don’t wait

  9. Avoiding Potential Pitfalls • State facts – not conclusions • Avoid using vague language • Be specific • Focus on behavior and actions—not personalities

  10. Diligent Documentation • Create a paper trail • Concrete and specific, include dates, times, places, names, etc. • Accurate and not exaggerated • Focus on behavior, performance, conduct, and productivity • Job related • Document noteworthy events • Provide on-going feedback- no surprises • Keep Criticism Constructive • Follow consistent pattern • Get employee input • Keep cool and stick to the facts

  11. NOTE: Don’t put anything in writing that you would not want to be read aloud in a public courtroom.

  12. Assessing Performance • Points to consider • Has the employee met the requirements • How do you know this • What is the supporting evidence • How can the employee do better • Consider possible reasons for poor performance • Did employee receive adequate performance • Does the employee have the skills to perform the job • Did the employee understand the expectations

  13. Common Appraisal Errors • The Recency Error • The Similar-to-Me Error • The Different-From-Me Error • The Primary Error • The Halo Effect • The Contrast Error • The Leniency or Strictness Error • Central Tendency Error • Status Effect

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