SECTION 8.10 THE PURPOSES OF PERFORMANCE EVALUATION

Last Update: 2/04

Performance Evaluation serves many purposes. First and foremost, it gives clarity to the job by setting specific performance expectations and anticipated results, using the responsibilities and tasks assigned to the position as the foundation. It is also intended to accomplish the following:

· Provide direction for the employee during the evaluation period by establishing specific goals and definitively describing results expected.

· Provide feedback to the employee as to how well he or she is doing in the job as described in written results statements.

· Identify and describe areas where performance improvement is needed to serve as the basis of an improvement plan.

· Recognize and document the employee’s strengths and achievements.

· Document areas of concern surrounding the employee’s performance and provide a basis for discipline and discharge.

· Identify development needs.

· Give the employee an opportunity to comment on his or her job performance.

· Help the employee assume accountability for the job and her or his performance.

· Establish the base of customer-focused service delivery as it relates to the mission of the agency and the enterprise as a whole and to the public.

· For some jobs, provide the basis for determining pay increases.

Performance Evaluation readily aligns with and can be used in conjunction with other aspects of human resource management:

· Training and career development

· Compensation

· Reward and recognition

· Improvement planning

· Discipline

· Succession Planning