Best Practices for Managers to Complete Employee Performance Reviews
Employee Performance Review Best Practices
General guidelines and best practices have been established to assist when completing employee performance reviews.
Before the review period:
- Communicate the value of the performance process to your employees. This can be done by providing a “what the employee will get out of this" statement. Make it clear why the organization is completing the review, and include how the review process will benefit the employee.
- Be clear about how you will assess your employees. Document the process and make it available and accessible to your employees at all times.
- Schedule an individual performance planning session at the beginning of the review period.
- Discuss your employee’s goals and how to achieve them.
- Ask your employees to enter goals in the UKG Pro™ solution.
- Have employees update the goal progress on a regular basis.
- Discuss developmental plans for the future.
- Discuss your expectations as a manager.
- Discuss how the review process works and what meetings will be held.
- Use the Salary Planning in the UKG Pro solution to create proposed increases.
During the review period:
- Provide continuous feedback and coaching in the following areas:
- Employee’s work
- Goal progress
- Competencies and behaviors
- Development planning
- Use the Personal Development Planning feature in the UKG Pro solution to work with the employee to create a development plan, which can include tasks or development opportunities.
- Organizational career goals
- Document, document, document.
- Use the Notes feature in the UKG Pro solution to keep notes on your employee, including any significant events or work for the review period (for example, a project that was well or poorly executed; a project completed ahead or behind schedule). Notes should be written in detail with the intent to share. Any subsequent follow-up must be documented.
- Conduct periodic sessions with each employee:
- Highlight accomplishments since past discussion.
- Identify desired accomplishments between now and the next discussion.
- Reaffirm or update developmental focuses.
- Remove barriers to success.
- Request feedback from the employee’s peers, mentors, or other individuals who work
closely with the employee.
- Ask any additional contributors to enter their observations in the Employee Notes section of the UKG Pro solution.
A few weeks before the review:
- Provide an agenda of what will be discussed in the review. Ask your employee to bring a few accomplishments they are proud of from the review period.
- Anticipate receiving an email, indicating that the review is available for completion.
At review time:
- Be specific on behaviors you want your employee to stop, start, and continue regarding their job.
- Allow time for the employee to share or discuss any obstacles for which they may need additional help.
- Schedule an individual performance planning session for the next review period.
Performance Review Process
Complete an employee’s performance review by following these steps in the UKG Pro™ solution.
- Receive email.
- Open the Review Summary.
- Select Additional Contributors.
- Complete the sections of the review, which can include Goals, Competencies, a section for free-form open-ended questions, Developmental Comments, and Overall Comments.
- Select the Final Score, if applicable.
- Send the Review.
- Acknowledge the Review.
If your company includes managers in the review contributor path, you are required to complete a manager assessment of your employee.
If the employee is a required contributor to the review, you can collaborate with the employee to complete the review process. A Manager Only contributor path does not include the employee in the review.
When it is your turn to participate in a review, an email is sent requesting a manager assessment. The applicable sections of the performance review, in the Review Summary page, are then completed.
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