Massachusetts Appraisal Interview Agreement
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FAQ
Preparing for an appraisal interview involves reviewing your performance and gathering evidence of your contributions. Familiarize yourself with the Massachusetts Appraisal Interview Agreement to understand the evaluation criteria. Practice articulating your achievements and be ready to discuss your professional development goals.
Establishing Performance Standards 2. Communicating the Standards 3. Determining who will Conduct the Appraisal 4. Measuring the Actual Performance 5.
Preparing for the Appraisal MeetingReview the employee's performance appraisal for the previous year and goals that were established for the current year.Think of their performance in terms of a SWOT Analysis.Keep notes throughout the year to track their accomplishments and goals they have for the next year.More items...
A good appraisal interview is characterized by an open and personal tone. The conversation should focus on work tasks and employee development, with issues and actions that the manager and / or employee is able to change, solve or influence.
Performance Appraisal Interview 4 guidelines to make it...Put the team member at ease. Be friendly, but businesslike.Stick to the topic and be tactful.Review successes as well as areas for improvement.Focus on the future.
Do agree the date, time and place for the interview at least two weeks in advance, taking into account the employee's preferences. Part-time employees should be appraised at times that fall within their normal working hours.
Each appraisal interview should provide enough time for you and the employee to discuss their performance at length. Set aside 45 to 90 minutes so that no one feels rushed during the meeting.
The following FIVE STEPS need to be followed to ensure a constructive session:Start with an icebreaker.Explain the purpose of the interview.Work through the Performance Measures (agree Actual Performance, Ratings and POPs)Agree Performance Measures and Standards for the next performance period.Close on a positive note.
The first step of the process is goal setting with the employee. This could mean showing the employee his or her performance appraisal criteria or sitting down with the employee to develop MBOs. The basic idea here is that the employee should know the expectations and how his or her job performance will be rated.
Guidelines for conducting Appraisal Interviews Use of work data: Use of actual numbers like productivity reports, leaves, orders and so on. 2. Don't get personal: Try and avoid negative sentences that directly affects the employee. Compare the employee's performance with a standard not with other people.
