10 step employee evaluation

Running Header: 10 STEP EMPLOYEE EVALUATION 1

10 Step Employee Evaluation

Zachary Moss

PSY-565 Industrial/Organizational Psychology

Grand Canyon University

Nancy Aragon

May 11, 2015

10 STEP EMPLOYEE EVALUATION 2

10 Steps Employee Evaluation

An individual performance evaluation gives an employer the opportunity to consider the

contributions that the employee has accomplished in the company; this assessment is essential in

developing a powerful team. “The employee evaluation and selection system is an important problem

that can significantly affect the future competitiveness and the performance of an organization”, (Golec

& Kahya, 2007). This also allows the company to determine the best course of action for individuals

being assessed. The evaluation can help to decide everything from a salary increase to unfortunate

termination of the individual. This paper will outline ten ways in which an evaluation should be

conducted and why following these steps will allow the employer to conclude what an employee is

contributing to the organization and help determine their course of actions for the future within the

company (Aamodt, 2010).

Step one: Determining the Reasons for the Evaluating an Employee Performance.

This first step is to determine the reasons for your organization to evaluate employee’s

performance. Is it time for a raise, promotion, or does the company simply want to see if the employee

meets the standards that has been set for him or her. There are many ways in which to evaluate,

however, some evaluation techniques have strengths and weaknesses, it is important to note them in

determining what kind of evaluation you will be performing (Aamodt, 2010).

Step two: Identify Environmental and cultural Limitations.

In this step it is important in understanding the environmental condition that may present itself

before the interview takes place, “For example if supervisors are highly overworked, an elaborate, time-

consuming performance appraisal system will not be successful. In an environment in which there is no

money available for merit pay, developing a numerical complex system will result in frustration”,


(Aamodt, 2010, p. 240). Also have to look how the employees interact with each other, bottom line

know the working condition prior to deciding what type of evaluation to administer.

Step three: Determine who will Evaluate Performance.

Traditionally, companies have used the manager or supervisors to do the evaluations. However,

the manager only sees part of the total employee interactions. Recently the development of other types

of performance evaluators has been brought into the dynamic, like the 360 degree performance

assessment, or multiple-source feedback, this is utilizing information from people the ,individual being

assessed, has come into contact with (Aamodt, 2010).

Step four: Select the Best Appraisal Method to Accomplish Your Goals.

In this step evaluators have to select the main criteria they want to evaluate, an example would

be, safety , or quality of work they have performed, etc. “Prior to developing the actual performance

appraisal instrument, two important decisions must be made: the performance appraisal dimensions and

whether or not to use ranking or rating,” (Aamodt, 2010, p. 245).

Step five: Train Raters

This is the step the company determines if the rater or those who will be doing the evaluations

has the proper training to evaluate personnel. The raters have to know the methods and the way the

evaluations works, also, they have to know the legal stance on the evaluation. Many times companies

will overlook the cost and the time it takes to properly train their raters (Aamodt, 2010).

Step six: Observe and Document Performance.

The step is for the supervisor need to watch and document workers performance, the good, bad,

and the ugly; by doing so they can note critical incidents, these logs will provide useful information for

evaluations (Aamodt, 2010).


Step seven: Evaluating Performance.

Before the evaluation begins the supervisor must review all information pertaining to this

individual, all performance logs, past performance evaluations etc. For an example a police Sargent

would look at an officer past ticket history prior to the evaluation (Aamodt, 2010).

Step eight: Communicate Appraisal Results to Employees.

The whole purpose of the evaluation is providing good feedback to the employee; in this step

you give the employee the results of the evaluation (Aamodt, 2010).

Step nine: Terminate Employment.

Unfortunately this is the results of some evaluations. The manger or employer must know all the

ends and out before termination takes place. They must know the legal procedures to make sure the

company will not be liable for wrongful termination (Aamodt, 2010).

Step ten: Monitor the Legality and Fairness of the Appraisal System

Performance appraisal system has to be subjected to scrutiny in order to maintain the integrity of

the evaluation system. This means they need to be revised periodically to make sure they still apply to

the equal opportunity guidelines and other legal issues pertaining to employment appraisals (Aamodt,

2010).

Conclusion

In conclusion this paper demonstrated the proper way in which an employee evaluation should

be administered. By doing these ten steps, this will allow a company to not only properly administer the

evaluation but provide excellent feedback to help improve their workforce. This will also keep their

assessment process up to date and keep them clear of any legal issues relating to poor evaluating

processes.


Sources

Aamodt, M. (2010), Industrial/Organizational Psychology. Belmont, CA: Wadsworth.

Golec, A., & Kahya, E. (2007). A fuzzy model for competency-based employee evaluation and

selection. Computers & Industrial Engineering, 52(1), 143-161. Retrieved from:

http://www.sciencedirect.com/science/article/pii/S0360835206002026.

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10 step employee evaluation

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