Employee performance assessment processes and tools need to be adapted to the organization’s needs. There are also steps to be taken into account when setting up an employee assessment system within an organization.
Establish competencies and assessment criteria
You need to determine on what basis the employees will be evaluated. The selected competencies and criteria for success must support the organization’s mission, vision and values and promote the achievement of strategic objectives. What employee characteristics should be prioritized to remain competitive in the marketplace? What criteria or competencies will ensure employees do their jobs more effectively and perform better within the organization?
Decide how to follow up on assessments
While it is important to evaluate employees, it is also crucial to plan what actions and resources are available to manage talent, foster competency development and reduce discrepancies in evaluations, such as coaching, training, guidance, etc. It is also important to determine whether your assessment system will be linked to compensation.
It is also very important to specify the phases and frequency of assessments, as well as the responsibilities of those involved.
Spread the word and provide training
Employees need to be informed about the assessment program in order for it to be effective and yield positive results. Supervisors who will be evaluating employees should be trained so that they fulfil their role properly.
For your assessment program to be effective, it should meet certain criteria:
- Demonstrate validity and relevance: it needs to assess the right things!
- Be fair and comply with laws in effect
- Enhance employee development
- Promote communication between managers and employees
- Favour ongoing feedback and regular follow-up
- Include easy-to-use tools such as forms to record your observations and employees’ progress and assessment results.