Performance Documentation:
YOUR NEW YEAR'S RESOLUTION
Can you do a better job of documenting employee performance?

Do you struggle to find time to document the important conversations you have with employees? Does your human resources staff consistently ask for more documentation?

The new year is a great time to start fresh with a new and simple system for keeping the critical performance records you know you should be maintaining. Let's look at how simple this important task can be.

First, maintain a working file for every employee you supervise.  The working file may be a hard copy file or an electronic file and its contents can be used to prepare a performance evaluation.  Whatever format you choose, the file should be a collection of positive, negative, and neutral examples of the employee's performance.  Anything that is factual and representative of the employee's contribution can be included in the file.

Examples of appropriate items that you may keep in your working file include:

      -- Work samples
      -- Notes from your one-on-one meetings
      -- A performance log
      -- Letters of commendation
      -- E-mails related to work projects and outcomes
      -- Certificates of training completion
      -- Quantitative performance records
      -- Disciplinary notes or forms
      -- Factual details about work-related situations

Remember, your employee's file should never include:

      -- Gossip
      -- Unsubstantiated comments from others
      -- Personal feelings and opinions
      -- Accusations that have not been investigated
      -- Medical diagnoses or conversations regarding medical conditions

 
Learn more about creating and maintaining effective performance documentation in Marnie Green's Painless Performance Evaluations recorded webinar series. This tool will provide you with more practical, useful tips for making performance documentation an easy part of your management routine.


Online Training 
PAINLESS PERFORMANCE CONVERSATIONS 

Can't attend a live Painless Performance Conversations workshop? Our newest online tool gives you all of the critical ideas contained in Painless Performance Conversations along with the means necessary to share the ideas throughout your organization.  
   
Use these simple tools to: 
  • Foster dialogue among managers about performance
  • Introduce supervisors to the tools needed for performance conversations
  • Supplement classroom training with succinct, reinforcing ideas
For one annual fee, you will have unlimited access to four Painless Performance Conversations pre-recorded webinar recordings and downloadable detailed discussion guides for each webinar.

See a video preview of this powerful tool on our website and download a sample discussion guide now. 
 

Final Footnotes
NEWS & EVENTS FROM MARNIE

Happy New Year!  2016 is upon us and we at the Management Education Group, Inc. are geared up to serve public agencies nationwide. Employee performance management has never been more important in the public sector.  Our constituents are expecting higher levels of service and greater levels of accountability.  The principles of performance management are the foundation for a high functioning government organization.  
 
If you or your organization is thinking about transforming your culture to one that is more performance-driven, let's talk!
 
Have a great month!


 
 
Marnie E. Green, CSP, IPMA-CP
Principal Consultant

 

 

January 2016
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From Our Clients 
 
"Marnie is an expert in the area of employee performance management. We engaged Marnie to help our company improve our employee performance evaluation process and it has really benefited our company."
 
--Robert A. Chiti, President and CEO, OpenTech Alliance, Inc.
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