Evaluating employee performance is a key responsibility for most managers. Performance appraisals are very powerful tools. They provide documented feedback on an employee's level of performance; offer a means for determining continued employment, promotion, transfer, bonuses, and pay raises; and allow for improved communications between managers and employees. The actual performance appraisal documents become part of an employee's permanent record and can greatly influence lives and careers.

Yet sometimes performance evaluations are completed perfunctorily based on a manager's best guess or recent memory, and the review session is rushed, stressful, confusing, and demotivating. Worse, a poorly-managed evaluation system can actually be used against an employer in court. Managers must recognize the potential ramifications of failing to adequately manage employees' performance. They must be ready, willing, and able to communicate clear expectations, provide support to achieve those expectations, and develop and professionally present a factual and well-documented performance evaluation to ensure the effectiveness of their review process and safeguard the company from legal liability.

Education is key to preventing appraisal problems. The goal of AHI's Conducting Successful Performance Appraisals module is to assist you in training your team so that they fully understand these issues, and know how to properly manage and document the performance of those who report to them.

To learn about the legal and practical issues involved in implementing a successful performance appraisal program.

By the end of the program, participants will be able to:

• Conduct appraisals that increase employee motivation, performance, and productivity, while reducing potential exposure to litigation.
• State why it is important to provide effective performance appraisals.
• Describe common mistakes in the performance appraisal process.
• Pinpoint drawbacks and limitations of the traditional method of evaluating performance.
• List the components of ongoing performance management.
• State the importance of establishing clear expectations.

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Introduction
     - Positive impact of performance appraisals
     - Court cases

Course Goals and Objectives
     - Key Objective: Conduct appraisals that increase employee motivation, performance, and productivity, while reducing potential exposure to litigation

Common Mistakes When Conducting Performance Appraisals
     - Overcoming managers' reluctance

The Traditional Method of Annual Appraisals
     - Drawbacks and limitations
     - What employees want from the evaluation process
     - What the company wants from the evaluation process

The Performance Management Method
     - Establishing expectations
         o Following policy and procedures
         o Meeting job performance standards and goals
         o Interactive exercise in which participants identify a statement as either a standard or a goal
         o Case examples
     - Providing ongoing feedback
         o Types of feedback
         o How to provide and document feedback
         o Case examples
     - Implementing meaningful performance appraisals
         o Gather documentation to verify performance
         o Guidelines for developing the written appraisal
         o Interactive exercise in which participants analyze appraisal statements
     - Creating an Individual Development Plan (IDP)
     - Conducting the appraisal review session
         o Common review session mistakes
         o How to prepare
         o How to set the right tone
         o How to communicate effectively

Review Session Problems
     - Responding to potential employee reactions

Final Tips for Conducting Meaningful Reviews

Final Quiz
     - Exam taken individually and scored upon completion

Appendix
     - Preparing employees for a performance appraisal
     - 12 commandments for better future appraisals
     - Court cases