Eli's Rehab Report

Published on Wed Apr 24, 2013 PDF

Your employees will thank you for providing this proven tool to improve appraisal effectiveness.

Performance appraisals are a standard part of your job, but making sure your therapy managers all consistently perform top-notch appraisals can be a challenge. Take a look at this before and after checklist from Bill Repp, author of the nationally syndicated column Working Best, based in Rochester, N.Y.

Help your managers out by providing a guiding checklist to use for every performance appraisal.

Before the Appraisal Meeting:

·         Give the employee sufficient advance notice of the appraisal meeting.

·         Ask the employee to be prepared to appraise his own performance.

·         Tell the employee that the purpose of the meeting will be to help him improve his performance on the job.

·         Review the appraisal, making sure you objectively appraise the employee’s job performance and focus only on the employee’s job performance.

·         Schedule the meeting behind closed doors (office, conference room, etc.).

During the Appraisal Meeting:

·         Let the employee raise questions and make comments.

·         Ask open-ended questions.

·         Ask the employee for his self-appraisal in specific areas of responsibility.

·         Clarify the employee’s responsibilities and areas of authority.

·         Discuss areas that need improvement.

·         Ask the employee how he thinks he can improve. Then, offer suggestions.

·         Make a specific action plan for improvement.

·         Summarize the performance review.

·         Give the employee a clear idea of what will happen next.