Evaluating performance as well as development are important aspects and need to be included on the evaluation form. It is critical to both the employer and employee to understand what is being evaluated, how the employee is being evaluated as well as the ability to add additional information which the employer and employee will find useful.
Feedback is both important for the employee and the employer. The employee needs the ability to comment on their evaluation. The employee may have an issue to dispute on the evaluation, and this would be the 1st step in that process. Additionally, the employee may have information which might adjust the evaluation. An example is if a job was transferred to another person and the evaluation did not take that into account. Likewise, the employer may need to give written descriptions of both positive and negative actions which contributed to the employees score or evaluation. After feedback has been given, the employee should be given a copy of the evaluation which they can keep for their files. The information given on feedback may allow the employee to receive additional training, a promotion, or used to implement something which would benefit the company overall.
The purpose of the evaluation is to allow the employee receive constructive feedback on how they are performing their position. It is also important that feedback should be an ongoing process, not just once a year or twice a year. You can use the evaluation to assist the employee in creating a plan to improve their performance or to work on advancing their position for a promotion. Training will be provided on regular basis. Staff will be allowed depending on a variety of circumstance ...