What is the procedure for performance evaluation of an employee?

Answer 1

1. Set goals. The employee needs to know his responsibilities and what is expected of him.

2. Observe performance. The manager needs to see the employee in action, you cannot evaluate performance if you hide in your office all day while your employees do all the work.

3. Provide feedback on performance. When the employee measures up, you tell him what is wrong and how to fix it. When the employee performs above what is expected, praise him and figure out a way to reward him.

4. Take corrective action if needed. When the employee doesn't measure up, the manager needs to figure out what to do to get the employee back on track. Summarily firing the employee is stupid because hiring and training costs money.

5. Identify progression paths as needed. You can't expect an employee to stick around and do the same job forever. Employees gain proficiency and become more valuable over time, so you as the manager need to exploit this by giving the employee more responsibilities in exchange for higher salary.

6. Recommend termination when corrective action fails and progression is not present. If the employee is not measuring up, and you made a honest effort to help the employee get back on track, then fire him. He is useless to you.

Answer 2

Normally a performance evaluation consists of a manager considering your strengths and weaknesses in the performance of your job. The manager sits with the employee and discusses what his results. This is a way of giving the employee feedback on how well he is performing his job. Future performance evaluations will consider how well the employee worked to address the problems discussed in the previous performance review.

Answer 3

You'll have to elaborate. Do you mean how often do you do it, what should you ask, how do you evaluate the responses?

Answer 4

base it all on goals and how they are met or superceded from what was expected of the person.