The Catholic University of America

Performance Evaluation Tips

Keep notes throughout the evaluation period to refer to when writing the performance evaluation.

Remember, nothing brought up during the evaluation should be a surprise to your employee. Address issues when they occur throughout the year and document accordingly.

Cite specific examples for both positive and negative performance. Speak to the impact any particular behavior, either good or bad, has on the employee, department or attainment of objectives / goals.

Convey positive constructive feedback. It informs the employee of an issue, but offers opportunity for improvement.

Speak clearly and calmly.

Have a two way dialogue, especially concerning any area of disagreement. Be sure to listen and mirror back what the employee states they disagree with. Try to understand their perspective. State any points you may agree with, and then state what you don’t agree with and why.

Be sure to check with the employee that they understand what is being discussed.

When discussing any area of improvement, make a determination whether it is actually a behavior issue or performance issue

If it is a performance issue, is the poor performance due to lack of training? If it is a training issue, include any training opportunities that would benefit the employee.

If the poor performance is behavior based, be sure to detail what the correct behavior should be and actions to help the employee change the behavior.

Finish the evaluation by discussing areas of improvement and what steps / objectives need to be taken to improve, how you as the supervisor will support their development.

End on a positive note, such as knowing there is some work to be done, but confident that you are moving in the right direction.

When writing objectives for the new evaluation period, be sure that they are SMART:

The Employee Relations Manager is available to review and help with any evaluations. Contact Lisa Wood at tel: 202-319-6594.