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Employee Performance Evaluations
Whether you are interested in learning all about
employee performance evaluations, an employee performance evaluation strategy or how an employee performance appraisal can affect job performance, Triton HR has the software tools for you!
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sample templates for employee performance appraisal and evaluation. If you need performance evaluation software, sample HR letters, sample job descriptions, human resource policy, or training meeting – just choose, download, and customize from thousands of samples and templates.
How can correctly-administered employee performance appraisals and evaluations help your business? Employee performance evaluations improve communication between superiors and subordinates. Employee performance evaluations can be used as an effective counseling tool and helps supervisors rate themselves. Employee performance evaluations are an invaluable means of assessing the status of the firm's staffing needs and supply vital documentation for EEO purposes.
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Our
employee performance appraisal and evaluation software is also the most complete source for practical human resources policy advice and plain-English compliance analysis available anywhere. No matter what the HR topic – sample HR letters, sample job descriptions, human resource policy, or evaluation training meetings - you’ll find the Triton HR hands-on help you can count on.
Tips for Effective Performance Evaluations
Presented at BLR's 2007 Employment Law Update conference in Orlando, Florida
by Jennifer Carsen, J.D.
If it isn't written down, it didn't happen. This was one of the insights presented by Theresa M. Gallion, a partner in the law firm of Fisher & Phillips, LLP, at BLR's 2007 Employment Law Update conference in Orlando, Florida.
Gallion was referring to the tendency of managers to give employees uniformly strong performance ratings at their annual reviews, despite being dissatisfied with one or more aspects of the employee's performance. When these managers complain to HR about wanting to get rid of these employees, it is very difficult to establish a paper trail proving that the termination was justified. The observation above was offered by a juror at one of Gallion's first trials right after the jury ruled in favor of a terminated employee and against Gallion's client.
One conference participant said that whenever a manager comes to her complaining about an employee who's been given top performance evaluations, she directs the manager to write a dated memo right then explaining what the specific problems are and what action will be taken. Gallion concurred with the importance of dates on all paperwork pertaining to employee performance.
Keep good notes throughout the year. Gallion says that she herself keeps an email folder for every lawyer she manages at her firm, and that she makes brief but timely notes to herself about who's done what. "Wendy wrote a great memo re: the XYZ matter." "Andy obtained summary judgment for client X in the Y matter--client was thrilled!" Gallion emphasizes that these regular notes are the backbone of any effective evaluation because so many impressions (both good and bad) can get lost over the course of a busy year.
Don't let any one incident overshadow the evaluation. An otherwise excellent lawyer in Gallion's firm left a brusque voicemail one day that cost the firm a client. At this lawyer's annual review, Gallion chose not to dwell on this incident--which had already been effectively (and exhaustively) dealt with earlier in the year--but to mention it just briefly and then focus on all the other good things this attorney had done. Similarly, if an employee has done just one outstanding thing over the course of the year, don't let this singular shining moment dominate an otherwise mediocre year come evaluation time.
Give the evaluation your full attention. Do not let an employee performance evaluation be interrupted by phone calls or knocks at the door. Gallion says that she tells people not to disturb her during an evaluation unless the building is burning down. Don't rush through the evaluation, and give the employee a chance to present his or her side of the story.
Call 866-USTRITON and speak with one of our licensed specialists to learn more about Triton's services and how you can benefit from them.
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