Tips for Preparing for and Conducting the Performance Appraisal Preparing for the Performance Appraisal Process: 1. Review quarterly check-in documentation from throughout the year. 2. Schedule your performance appraisal meetings in advance. A best practice is to block entire days devoted to doing performance appraisals. 3. Pull any documentation of feedback you have collected on your employees throughout the year and if needed collect additional feedback on your employees from internal business partners, previous managers and other data sources (e.g. “Start, Stop, Continue” form, e-mails, face-to-face or telephone conversations, etc.). 4. Take the MeritNet eLearning for Managers – 2010, if you are new to BBY or your management position, or want to refresh your skills. 5. There will be an Effective Career Conversations – Performance, Rewards, & Development eLearning, which will be available on 2/19, to help prepare managers for a PA and Merit conversation. The eLearning will be available on Leaning Lounge for Retail employees and Learning Center for Corporate employees. 6. Ask employees to complete their self- appraisal using the PDG they have been using all year long and reference the Self-Appraisal Instructions and Best Practices located on http://mybestbuyfuture.com/. Remind them to use the information they have gathered throughout the year, as well as their quarterly check-ins and to give specific examples that demonstrate their performance and values. Completing the Performance Appraisal Form: Meet with the Employee to review and discuss the self appraisal. Complete the performance appraisal section of the form for each employee. o Determine final rating for each goal, supporting documentation/rationale for rating as well as acknowledgement of the employee’s self review Assess each employee as an individual. Include strengths and opportunities- the appraisal is intended to recognize contributions as well as point out areas where the employee can improve their performance. There should be “no surprises” during the performance appraisal. 1. To complete the Performance Appraisal section of the PDG: Pre-Work Employee completes Self-Appraisal Prepare to have a rich conversation with your manager to discuss specific examples of your contributions in FY ’10. Include your comments on the comment section of the PDG. If you need additional space, attach a separate sheet of paper. Step 1 Manager and Employee conduct Self-Appraisal Discussions Step 2 Manager enters employee information on the Performance Appraisal section of the PDG Enter complete and accurate information at the top of the Form This information is used to ensure accurate record-keeping This information is carried forward through the document Step 3 Manager completes the Performance Appraisal section of the PDG If the employee's location, position, or business goals did not change during this fiscal year, 1) list the Position held this year, 2) number of months in position, and 3) enter scores for all positions If the employee changed locations, positions, or business goals during the year, 1) list all "Positions," the employee held throughout the year and "Months in Position" and 2) Enter scores for all positions Step 4 Manager and Employee complete the Comments Page The comments page must include Manager and Employee Comments 2. Enter and approve scores in MeritNet (after leadership has conducted Final Review Meeting). 3. Once all performance appraisal scores are approved, conduct a Performance Appraisal meeting with your employees (see tips below for conducting an effective meeting). Conducting the Performance Appraisal Meeting: (Reference the sample Performance Appraisal Meeting agenda located on http://mybestbuyfuture.com/) Explain both the purpose of the performance appraisal, the conversation and the rating system. Review each goal and the rating, providing specific examples of performance and asking for reactions. Deliver genuine honest feedback related to the goals specifically and core job responsibilities. Print the employee sheet from MeritNet and summarize the overall rating. Highlight strengths and areas for development. Express confidence in the employee to achieve goals, and set a follow-up date to meet to discuss a development plan. Manager and Employee must both sign and date the Form. Challenges: Delivering a performance review can be a challenge. It’s challenging when the manager has to deliver “bad news” such as a low performance review score. It can also be challenging when the manager doesn’t have enough documentation to give specific examples, when there hasn’t been enough time to write a thorough review, or when there is clearly a disconnect between the employee’s perception of their performance and the manager’s perception of the employee’s performance. But performance appraisals allow for and initiate an open dialogue between employee and manager regarding expectations and performance. Reference the Effective Career Conversations – Performance, Rewards, & Development eLearning to help you prepare for the conversation.
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