Supervisor’s Guide to Performance Appraisals（主管的绩效评估指南）.pdfVIP

Supervisor’s Guide to Performance Appraisals June 2015 Table of Contents Content Overview 1 The UCR Performance Management Process 1 Planning for Performance 2 Key Elements in the Planning Process 2 Key Steps in the Planning Process 2 Planning for Performance — Setting Expectations and Goals3 Setting Expectations 3 Setting Goals 4 Managing and Coaching Performance 5 Observation 5 Documentation5 Appraising Performance 6 The Performance Appraisal Process 6 Appraising Poor Performance 6 Writing the Appraisal 7 Appraisal Forms8 Creating Development Plans 9 Creating Individual Development Plans 9 Purpose of the Individual Development Plan 9 Developing the Individual Development Plan 9 Developmental Activities 10 Conducting the Performance Appraisal Meeting 11 Setting the Tone 11 Structure of the Meeting 11 Performance Management Frequently Asked Questions 13 Suggested Readings 15 Content Overview The topics covered in the material include:  A review of the UCR performance management process.  How to develop performance expectations and goals.  Translating subjective assessments into objective terms.  Writing performance appraisals using objective, behavioral descriptions.  Conducting a structured performance appraisal meeting. The goal of the UCR performance appraisal process is two-fold: development and collaboration. While we all associate performance appraisals with evaluation, an often overlooked aspect is the developmental piece. This is an opportunity for you and your employees to focus on their development. In addition, it should be a collaborative process. It is not you, as the supervisor, giving a report card to your employee, but an interactive exchange about the employee’s performance. The UCR Performance Management Process The four major components of the performance management process are Planning, which includes setting expectations and g