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Ci9:y vf �8c►5��ille <br />�erfar�a�n�e �a�a�l� <br />��cfarmat�oaz �heet <br />I , I'rework <br />Objective.� To notrfy staff of fhe process and fa give them an oppor�unity to provide rnput prior fo the cornpletion <br />of the profile. <br />� Cors�plete the inirod€�etion �etter w�en yau est�blish the rr�eetirsg tirrte �or your perfarrnance discussion. <br />� Gi�e the introductior� letter with fihe attached prewosk form to t�� staff inember and allow therri ample time to <br />complete the farm (at le�st 2-3 d�ys). <br />2. Cnz�aplete th� �'erfonna��ce Pro�le <br />Objective: 7"c� prepare f�edback for employees regarding fheir perform�nce for the purpose of sta�" <br />developmenf. <br />� Ass�ss each individual tra'st using the 1-5 scale praVided at the tap of ihe profile page. Mark the ratirtg in �he <br />€�ox n�x� �o the trait name. <br />� Pface �1's next to a�y t�u�leted iterr� you vvou�c! I�ke ta elaborafe further on... eitY�er as a s�rength or as a <br />de�elapment area. Acidress the �1'ed i#err�s in the cammeni seetion. You can also use the corr�ment section <br />to provitie �xamples or any additional eiaboraiion you feel is necessary. <br />• Ass�ss �he staf� t�rember'� a�era�l job performar�ce t�s9ng the sarne scale. If a staff inember receives an <br />overali rating or 2 or lower, contact H�man Reso�rces �o de�elop a performa�ce smprovement pfan instead <br />of eor�pleting tf�e rest of the profile. <br />s l�sing the input �rnvideci by the staff Enerr��er, e�evelpp the written accompfishrnent, developmen�, and wark <br />goa� seet€at�s. Rerr�er�tber t�af c1e�elopmer�� areas are related fo �l�e �ndividt�aJ's skills �ndlar knowletige <br />used on the �ob, while worfC goals are cancrete "deliverables" refated to your te�rn's missian. It is okay if <br />your aecornpl'sshments, de�elopment ar�as, and goals difFer from t�e input you received from the sta�f <br />member. <br />• The performance profi{� is designed to be a tooi to assist you in evaluating your stiaff ir�em�ers. �f you #inc� <br />thai you waufc[ like to ac(d more infr�rrnation ar rnodify tF�e form to fit your specific needs, please feei free to <br />do so. <br />3. '1'Iae �erfoa�nance Diseussion <br />Objective: To sl�are fhe results of fhe performance profile and fo engage in a mufua! discussion on how fo raise <br />perPormance. <br />• Gnnd€�ct t1�e diseu�sion in a przvate af�ce dtrring a time whe� you wiil be ununte��rupted. <br />• �'�a��ic t�e sta�f �neinbe�- for tl�eir pr�wox� and inake zt clear that yo� are ope�i to t3��u• car�nents dm•ing tile discussioz�. <br />• Review each n£fhe �raits as wei� as any add�tiozzal ca�ru�e�ts axaade a�� the for��. I7iscuss accoa�plish�ne�lts, <br />devalop�ne�lt areas, a�ld work �oa1s far tl�e nexfi year. Ask for tileir reaetioa� to tl�e concep#s you p�•esent. <br />• As�C the e�n�3loyee %z- il�e three tlaizzgs l�e or slae �'eels can t�e do��e to i�npa•ar�e tl�e work eti�iz�oavnent or the ����fannance <br />of tlae teazn. ��•iie t�aei.r ideas dow� for furl�ier action. <br />