Comments on: Answers to tricky HR questions: Grading performance

By: Morcy

Morcy — Thu, 01 Jan 2009 07:56:09 +0000

What rights do an employee have if s/he received an performance review 8 months after the period being reviewed. And if the review it not a positive one. Can you ask the company/manager to rewrite for the correct period?

By: Lori Miller

Lori Miller — Wed, 26 Nov 2008 18:14:06 +0000

We use the Exceeds expectations, Meets expectations, & Does not meet expectations but I’m thinking of changing them to Al’s suggestions. Thank you for sharing that information!

By: Rick Rossignol

Rick Rossignol — Mon, 24 Nov 2008 17:30:17 +0000

You really need both. The numbers should tie into the verbal. When designing the performance review it is very important that you establish questions that will explain the different performace. It is also very important that you have examples of the behaviors that are acceptable. You alo need to include a perfromace plan for improvement in the review. If they currently do not have the skills how they are going to get it. The real question you have to ask yourself is why are we doing performance reviews? I look at them as a tool to develop the skills of the workforce and engage them. Most of the performance reviews I see are a justification for wanting to pay someone more money or discipline. These reviews usually are not rich in content and are going to be tough to defend. By trying to improve performance and having situations including dates in the review it is easier to get employee buy in and improvement.

By: Sherri

Sherri — Mon, 24 Nov 2008 16:44:53 +0000

Thanks Al – these are great.

By: Al

Al — Mon, 24 Nov 2008 15:18:49 +0000

The meets, exceeds, ratings are not clear enough for me. No matter what grading numbers you have, 1-5, 1-10, the majority of people will be middle of the road. I find the meets, exceeds, rating lacking. When you read each rating, they are the same except one or two words change. I like the following rating definitions. They are clearer and distinct. I would much rather be known as an effective performer than one that just meets expectations. My thoughts, Al ;>)

Unsatisfactory: Performance is inadequate and below minimum acceptable standards and expectations. Performance is causing problems or hardships for the department and/or co-workers and is having a negative impact on departmental effectiveness and/or productivity. This level of performance cannot be condoned or allowed to continue. This rating must be preceded by a Probationary Action Plan at least 30 days prior to review with a covered employee. This rating requires prior approval from management.

Marginal: Performance meets the minimum standards and expectations in some areas but not others. Improvement is needed and expected. Performance at this level may cause the department and/or co-workers some problems or tends to diminish the department’s effectiveness and/or productivity. Performance at this level is characterized as “needing improvement.” A Probationary Action Plan should be given simultaneously with this rating. Probationary employees are not eligible for a Marginal rating.

Effective: Performance fully meets standards and expectations and employee is performing in a fully acceptable manner. The employee performing at this level is considered a stable and skilled performer by co-workers and immediate supervision. Performance occasionally may be higher or lower – but averages to the Effective level.

Commendable: Performance is ABOVE standards and expectations. Performance at this level would generally be recognized by peers and immediate supervision. Performance is characterized by notable skill, initiative and superior job knowledge.

Outstanding: Performance is SIGNIFICANTLY ABOVE standards and expectations. Performance at this level would generally be widely recognized by peers, immediate supervision, higher level management or others. This individual suggests and initiates improvements/changes and through his/her own performance has materially enhanced effectiveness of the department or work area. Performance is generally not equaled by others (current and/or former employees in the same or similar position). This rating requires prior approval from management.