in this video I'll provide criteria for conducting an employee performance evaluation based on five competencies that will make it really easy to evaluate the employee hello I'm Stephen Goldberg of optimist performance bringing you practical tips and ideas on leadership team development and personal performance in the workplace in my last video I spoke about how to conduct an employee evaluation review session and I said that you could use a job description if you didn't already have criteria established you could use a job description to easily discuss with the employee how they're doing on each of their
responsibilities and their tasks and I'm still recommending you do that even with the criteria that I'm going to propose to you today now not only am I gonna provide this criteria and it's based on five competencies that I've borrowed are taken from our evaluation or assessment called the profiles performance indicator and I find these competencies can be used very generally but you can really adapt it to any position and have a really valuable discussion with the employee and when you combine it with the job description you could really pinpoint areas where you feel the employee
needs to improve and also have them express their opinion on how they think they're doing on these five competencies now I've also created these forms I have them up here on the computer and you can download these forms from my website I've also have an article that I've written to accompany this video in the blog section on my website so I'll put links to all that where you can go and download or read the article the first competency is productivity and the definition is effectiveness and getting things done in relation to time and cost requirements
every employer wants productivity from their employee and so this is a great definition to allow you to discuss the different aspects of the job and how the employee is doing and again you could use the Job Description to pinpoint specific tasks and responsibilities the next competency is quality of work the definition is adherence to an expected standard of result that is part of a job or activity so in other words what is the level of quality that the employee is producing you can have employees that are very productive in terms of they get a lot
of things done but they may not produce the type of quality you want very fast-paced people tend to skim over things in terms of being attentive to detail so sometimes there's more errors the quality is not maybe what you expect lower slower pace people tend to take more time be more focused on one thing at a time and produce higher quality work with less errors so you need to strike a balance between the two productivity and quality the next competency is initiative the ability to act without the help or insistence of others as a leader
or manager you want your employee to take initiative so that you don't have to always tell them what to do and that they go beyond just the task and the responsibility the next competency is teamwork a cooperative effort by a group or team to produce a desired result so in other words how well does the person collaborate with other people in their team in order to work together and really that's what happens today organizations are more complex one person relies on the other to get work done to be productive so it's really imperative that people
have an attitude towards helping each other and towards being collaborative and that's what teamwork is all about the next competent see his problem-solving process of finding a way to successfully resolve a difficult situation or problem so how well does the employee solve problems on their own look for solutions rather than coming to you for answers to their problems or just getting stuck and not moving forward so these competencies are quite general but you can make them very specific to the job because you know how the employee is doing in terms of these competencies and you
can engage in a discussion and then come up with ways for them to improve or have them come up with goals and objectives that you can agree upon and that you can follow up on with the employee now to help you prepare for an employee evaluation session I've created another form where you list these competencies and you write down on the columns across the top the names of each employee and you rate them on a scale of let's say one to five and that way you get to see or you get to think through how
each employee is doing in those five competencies and you can make notes so that you could be prepared in the meeting with the employee to discuss and give specific examples of why you rate them you know in a certain way talking about rating them on my other form I have the competencies listed and on one side there's column for the level of importance of each of these competencies now of course you may want to say that they're all highly important and they probably are but some may be considered higher importance than the others so you
could all use that side or if not just use the other side where you actually rate the employee on scales that you'll see when you download this form by using these five competencies along with the role description you could really make it very pertinent to each job that employees are performing in your company so the important thing to do is to conduct regular performance review sessions I talked about how to do that in my last video check that out so in my next video an article I'm going to provide a way to come up with
performance improvement objectives based on the performance evaluation and I'm also going to provide a forum to do that so you could then focus on a key goal or objective and how to follow up on that so if you're not already subscribed please do so now so you'll get news of new videos as they come out check out some of the other videos on the channel I have up here the last video where I talk about how to conductive for performance review session with the employee and leave a comment let me know if there's topics you'd
like me to cover thank you for listening and we'll talk again soon
