do you know what you will be evaluated on? (performance evaluation / review) (job, career)

[KittenSparkles]

I'm wondering if my current situation is common, or rare. Our company went through a merger some time back and performance evaluations have not been done since then (2+ years).

My group now has completely different management (as in, the prior bunch was either laid off or has quit). We will be getting performance reviews, but have never been informed about what we will be evaluated on.

I'm curious if others have encountered a situation in which they went into a performance eval/review not knowing what aspects of their work will be evaluated, and also, if you have, how did you handle that?

[yellowbelle]

Do you have regular 1:1 meetings with your boss? Do you talk about performance there? Do you ask for feedback from him/her regularly? Do you really have NO idea what you might be evaluated on? If not, why haven't you asked?

I hope you've been keeping a log of your significant achievements over that time. It's a simple habit to get into: at the end of each month, write down 2 or 3 things you did (or more!) that were outstanding. It helps you write a self-assessment that reflects the full review period rather than just the last few months of things fresh in your memory. It also helps your boss remember all the good you've done as well and may give him/her support to get you a better raise or a promotion.

You own your career. Take charge of it!

[Hemlock140]

I have my people do their own performance plan, which I add to and/or change (with discussion) and then a year later they evaluate their own performance against that plan. I will agree or disagree, add to it, and base their annual increase on the results.

I'd rather not evaluate someone without them knowing what they will be judged on ahead of time, even if they have clear written job requirements, work rules and procedures. I look at it as a constant improvement process and do what I can to reward those that work to improve.

[KittenSparkles]

Originally Posted by Hemlock140

I have my people do their own performance plan, which I add to and/or change (with discussion) and then a year later they evaluate their own performance against that plan. I will agree or disagree, add to it, and base their annual increase on the results.

I'd rather not evaluate someone without them knowing what they will be judged on ahead of time, even if they have clear written job requirements, work rules and procedures. I look at it as a constant improvement process and do what I can to reward those that work to improve.

This sounds like a fair approach to me.

[jmellc]

Originally Posted by Hemlock140

I have my people do their own performance plan, which I add to and/or change (with discussion) and then a year later they evaluate their own performance against that plan. I will agree or disagree, add to it, and base their annual increase on the results.

I'd rather not evaluate someone without them knowing what they will be judged on ahead of time, even if they have clear written job requirements, work rules and procedures. I look at it as a constant improvement process and do what I can to reward those that work to improve.

Your people are fortunate to work for you. Many bosses give little guidance & no positive feedback but heap on the fear & criticisms.

[Lekrii]

I would ask my new boss how he/she handles performance reviews. A five minute conversation with the new boss answers this question.

[joe from dayton]

I know what I will be evaluated on and I have a midyear review with my boss. As others have said, ask your new boss.