Facilitating Performance Evaluations Process Template

About Team Performance Evaluations

About Performance Evaluations

At our company, we believe that performance evaluations are an important part of the employee review process, as they provide employees with feedback on their performance, contributions, and areas for improvement, and they support our goal of continuous learning and growth.

Questions Asked

Here are some of the questions that we ask during performance reviews:

1. Can you give specific examples of how you have met or exceeded performance goals in the past?
2. How do you prioritize and manage your workload to ensure all tasks are completed on time?
3. How do you handle and resolve conflicts or difficult situations with coworkers or customers?
4. How do you stay current with industry developments and advancements in your field?
5. Can you describe a particularly challenging project you have worked on, and how you overcame any obstacles during the process?
6. How do you communicate progress and updates on projects to your team and/or supervisor?
7. How do you evaluate your own performance and identify areas for improvement?
8. Can you give an example of a successful team project you have been a part of, and your specific contributions to the team's success?
9. How do you handle constructive criticism and feedback on your performance?
10. How do you plan to continue developing and improving your skills in the future?

What’s Evaluated

The point of performance evaluations is to assess an individual's job performance, and typically include evaluations of the following:

1. Job knowledge and skills: This includes an employee's understanding of their role and responsibilities, as well as their proficiency in the skills required for the job.
2. Work quality and quantity: This includes an employee's ability to produce high-quality work, meet deadlines, and maintain productivity levels.
3. Work habits and attitude: This includes an employee's punctuality, attendance, and ability to work well with others.
4. Goals and objectives: This includes an employee's ability to set and achieve goals, both individually and as part of a team.
5. Leadership and initiative: This includes an employee's ability to take initiative, make decisions, and lead others.
6. Flexibility and adaptability: This includes an employee's ability to adapt to changes in the work environment and handle multiple tasks and projects.
7. Communication and interpersonal skills: This includes an employee's ability to communicate effectively, both verbally and in writing, as well as their ability to work well with others.
8. Professionalism and ethics: This includes an employee's adherence to professional standards and ethical guidelines.
9. Continuous improvement and development: This includes an employee's willingness to learn and grow, and their commitment to self-improvement.
10. Customer service and satisfaction: This includes an employee's ability to provide high-quality service and meet the needs of customers.

How to Facilitate Performance Evaluations

Steps for Facilitation

This standard operating procedure (SOP) outlines the steps that we follow to facilitate performance evaluations:

1. Before the start of the review cycle, we provide managers with a performance evaluation template, which will include the set of standard questions.
2. We encourage managers to complete the performance evaluations in advance of the review meeting, and we provide them with sufficient time and support to do so.
3. During the review meeting, review and discuss the performance evaluation with the employee, and ask them to elaborate on any specific points or areas of focus.
4. Listen actively and empathically to the employee's feedback and comments, and provide them with constructive feedback and support to help them improve and grow.
5. Document the performance evaluation and the feedback and action items from the review meeting in Lattice, and share the feedback with the employee for their review and acknowledgement.
6. Follow up with the employee after the review meeting to ensure that they have received the support and resources that they need to implement any action items, and to track their progress and progress.

By following this SOP, we can ensure that our performance evaluations are conducted effectively and supportively, and that they contribute to the overall success of the employee review process.