Frequently Asked Questions
What is the difference between the Formal Evaluation and Informal Review?
The Formal Evaluation is a conversation and a written document that reviews past performance and plans for future improvements or growth. The formal evaluation assesses an employee’s performance during the previous year. The supervisor evaluates performance based on the position description’ s job expectations and on the achievement of established goals. Also during the formal evaluation there is time to look to the future, set new goals and reestablish expectations.
The Informal Review is a progress report. It is an opportunity for the supervisor and the employee to discuss how work is progressing. It’s an opportunity for either the employee or the supervisor to share concerns, reevaluate resources and training needs, or readjust the goals and objectives. The informal review discussion is shorter to complete. Both the formal evaluation and the informal review require written and signed documentation.
What’s my role?
- Our role as employees is to take responsibility for our work performance and the value we contribute to the college’s success. To do this, ensure you:
- Understand your performance expectations and responsibilities and know how your work fits into the big picture
- Understand how performance will be measured, how good performance will be rewarded and the consequences of poor performance
- Ask for the resources you need to do the job
- Track your accomplishments and progress towards goals
- Seek opportunity for improving your performance and developing skills
- Let your supervisor know what your long-term plans are
- Be open to feedback from supervisors and peers. Be willing to learn, develop and get better at your job
How should I prepare for my evaluation?
For both informal reviews and formal evaluations, take time to prepare. You will get a lot more value from the discussion if you do. To prepare:
- Review your position description, goals worksheet and any personal journal of work you accomplished.
- Ask for a copy of a blank evaluation form and complete a self-evaluation prior to the session.
- Reflect on how you could be more effective in the workplace.
- Identify areas you can improve and skills you want to develop.
- Develop a plan of action
- Consider your current level of job satisfaction. What do you like about your job? What is having a negative impact on your commitment?
- Consider how open you are to considering how your actions might impact on others.
- Ask yourself how willing you are to accept the perceptions of others, even if you do not agree with them.
What should I expect during the discussion?
If you have been in communication with your supervisor throughout the year, most likely nothing will come up in the discussion that has not already been mentioned. Typically, the evaluation discussion is uninterrupted time for you to talk one-to-one with your supervisor about your efforts over the past year and your goals for the coming year. It’s time to reflect, acknowledge, and review the past and then vision, goal-set and plan for the future. It actually can be fun!
Is my salary increase linked to my evaluation?
There is no direct link between your evaluation rating and the annual State legislated increase, however your evaluation will be one of many factors included in determining compensation increases.
What are some tips on receiving feedback?
- Breathe. Taking full breaths will help your body to relax and your brain to focus.
- Specify the behavior about which you want feedback. The more specific the feedback the more likely you are able to act upon it.
- Listen carefully. Before talking seek to understand their perspective.
- Summarize your understanding. Feedback what you heard to confirm your understanding.
- Take time to sort out what you heard. It’s okay to receive feedback and not respond immediately. Sometimes it takes time to sort it all out.
- Take responsibility for your actions. Acknowledging your behavior and it’s impact goes a long way in maintaining good work relationships.
- Check out a possible new solution with the person who gave you feedback. Running a solution by the feedback-maker increases the likelihood your change will be effective and makes the feedback-maker feel heard.
What if I disagree with my supervisor’s evaluation of my performance?
If you disagree with your supervisor, first listen to their opinion. Ask him or her for specific examples that will help you understand their perspective. Get a clear understanding of their performance expectations for you and how you fall short (or exceed!). If you still disagree, let him or her know why. Having samples of work product will help support your opinion. Often, differing opinion on work performance can be resolved by both the employee and the supervisor listening and being open to the other’s perspective. Eventually, you should come to a clear and shared understanding of the performance expectations.
