EVALUATIONS OF EMPLOYEE PERFORMANCE

From the Open Files of: Heilig Resource Center, 704/633-4861 Contributed by: St. Paul's Evangelical Lutheran Church, Wilmington, NC This file is available in Rich Text Format version for editing

EVALUATIONS OF EMPLOYEE PERFORMANCE ST. PAUL'S EVANGELICAL LUTHERAN CHURCH   Employee evaluations accomplish four main goals in an organization: Allows staff member and supervisor to discuss performance expectations Identifies training needs Directs and counsels employee concerning performance improvement Determines compensation and position changes The general timing of performance evaluations will take place no later than two months prior to the annual meeting, and semi-annually). Evaluations present a valuable opportunity to exchange positive feedback, and to set valuable goals and objectives The evaluation process can be formal or informal, it can reflect input from only the supervisor, or include information from staff members' peers or external (to the congregation) colleagues. It can be based on staff job descriptions, annual work plans, or the organization's strategic plan. The evaluation will provide a format that allows for an exchange of information and will strengthen staff effectiveness. In general, employees sign the evaluation to indicate acknowledgment of review, but not necessarily agreement with the evaluation. A staff evaluation process may include an opportunity for the person being reviewed to respond in writing to any points of disagreement. Staff evaluations should address the following questions: What was the employee expected to accomplish? Were they provided the tools necessary to accomplish these tasks? What did the employee actually accomplish? How did the employee achieve these accomplishments? What was expected of the employee that was not accomplished, and why? In what performance areas does potential for improvement exist?

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