PERFORMANCE APPRAISAL

GUIDELINES FOR REVIEWING GOALS

1. Ask each employee for a self-assessment--it's important to obtain the employee's input before offering yours.

2. Reinforce on-target goals--recognize all goals accomplished by the employee and show approval and satisfaction.

3. Identify goals not accomplished--some of these may have been identified by the subordinate. In any case, recount a lack of accomplishment; corroborate your conclusions with facts and figures.

4. Discuss reasons for non-accomplishment--again, ask the employee first.

5. Agree on remedial steps--ask the employee to suggest how to get back on target. Add previously considered solutions. Together, agree on the next steps.

6. Translate the steps into new or revised goals--these should be written out, as were the original goals, with measurement defined and deadlines established.

7. Set a date for the next review. As in goal setting, it's important to express confidence in and support of the new employee. To insure that you stay on track, set a mini-review within the next sixty days to monitor progress toward the new goals.

View goals with an opportunity-oriented attitude. During the year, conditions emerge chat alter priorities (the weight given to each goal), change existing goals and introduce new ones. Use these occurrences to assess the situation and revise expectations.