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[Virtual Presenter] The supervisor should have a clear understanding of the organization's goals and objectives, as well as the employee's job description and responsibilities. This information is crucial for conducting a fair and objective evaluation. The supervisor must also be aware of any relevant laws and regulations that may impact the evaluation process..

Introduction to Performance Evaluations Purpose of Employee Performance Evaluations The City of Coral Pobce uses employee performarce evaluations to maintain and administer a fair and objective system Personnel Decisions Foster fair and impartial personnel Applicability of Evaluations These evaluations to au are to: Recognition and Measurement Prcwide an objectrve way to measure and recognize hdrvidual contributors Improvement Maintain Training and Resource Management Identify training needs Ensure proper use Of human resources PLD..iC assurance Of C«nprehensive to Evaluati«s.

[Audio] The supervisor should conduct the performance evaluation in a neutral environment, free from distractions and interruptions. The supervisor should also provide clear instructions to the employee regarding the purpose and scope of the evaluation. Clearly define what constitutes good performance and what does not. Provide specific examples of both good and bad performance. The supervisor should also ask the employee about their goals and expectations for the next review period. This will help the employee to set realistic targets and work towards achieving them. The supervisor should then use this information to make informed decisions about the employee's future..

Monitoring and Giving Feedback Regular Performance Observation Supervisors should regularly observe and assess employee performance during both probationary and annual periods Provide Constructive Feedback Provide constructive feedback through ongoing discussions to address strengths and areas needing improvement Six-Month Performance Review Complete a six-month performance review on Paycom for new or promoted sworn employees during probation use Feedback to Support Improvement Use these interactions to prevent misunderstandings and support performance improvements early to En— E—.

Completing the Evaluation in Paycom t Accessing Paycom Documenting Perforrnance Details to En— using Defined Rating Scales Evaluation Deadline Providing Narrative Support.

[Audio] The supervisor should clearly outline the evaluation criteria and job factors considered when rating performance. This includes discussing the key aspects of job performance, such as delivering results, communicating effectively, and demonstrating leadership skills. The supervisor should also clarify the expectations for each job factor and provide specific examples to illustrate each rating. This will help ensure clarity and accuracy in the evaluation process. Encouraging employee dialogue during the review meeting allows employees to ask questions, address concerns, and discuss goals for the upcoming period. This open communication helps to build trust and fosters a collaborative work environment. Documenting employee feedback and rebuttals in the evaluation form within Paycom ensures that all relevant information is captured and can be easily accessed by HR. By obtaining employee approval acknowledging the evaluation was read and discussed, supervisors can demonstrate their commitment to transparency and fairness. However, employee approval does not necessarily imply agreement with the evaluation..

[Audio] The supervisor must take into account the various biases that may influence their evaluation of an employee's performance. These biases include leniency, recency error, the halo effect, and the horn effect. Leniency occurs when a supervisor gives higher ratings to employees who have a good relationship with them, while recency error happens when a supervisor overvalues recent events or behaviors. The halo effect occurs when a supervisor rates an employee highly because of one positive trait, resulting in overly high ratings across all areas. The horn effect is similar, but with a negative bias. To conduct a fair and objective evaluation, a supervisor must consider multiple factors and provide specific examples to support their ratings. This helps to ensure that the evaluation is accurate and reliable. A supervisor must also be aware of these biases and take steps to mitigate them. By doing so, a supervisor can conduct more effective and fair performance evaluations..

[Audio] The supervisor should conduct regular evaluations to monitor the employee's progress and provide constructive feedback. The evaluation process should be fair, transparent, and based on objective criteria. The supervisor should also provide clear guidance on expectations and goals for the employee. The supervisor should maintain accurate records of all evaluations, including positive feedback and areas for improvement. These records should be used to inform future evaluations and support the employee's development. The supervisor should also be aware of the employee's strengths and weaknesses, and use this information to tailor the evaluation process to meet the employee's needs. The supervisor should be able to communicate effectively with the employee, providing clear and concise language that is easy to understand. The supervisor should also be aware of the organizational culture and values, and ensure that the evaluation process aligns with them. The supervisor should be able to adapt the evaluation process to meet the changing needs of the organization and the employee. The supervisor should be able to demonstrate empathy and understanding towards the employee, and provide support and resources to help the employee achieve their goals. The supervisor should also be aware of the laws and regulations governing employment, and ensure that the evaluation process complies with them. The supervisor should be able to balance the need for accountability with the need for support and development. The supervisor should be able to recognize and address potential biases and stereotypes in the evaluation process. The supervisor should be able to provide feedback that is specific, timely, and actionable. The supervisor should also be aware of the impact of the evaluation process on the employee's motivation and job satisfaction. The supervisor should be able to measure the effectiveness of the evaluation process and make adjustments as needed. The supervisor should be able to communicate the results of the evaluation to the employee and other stakeholders, and provide a clear plan for next steps. The supervisor should also be aware of the importance of ongoing evaluation and monitoring, and ensure that the evaluation process is integrated into the employee's overall career development plan..