Performance Review

In my mind, a performance review is part of a set of inter-related documents.

In practices we have ‘offers of employment’.
‘Offers of employment’ mention and lead to ’employment contracts’.
‘Employment contracts’ mention and connect to ‘job descriptions’.
‘Job descriptions’ mention and match ‘Task lists with expected standards of completion included’.
‘Task Lists’ are embedded in ‘performance review’ documents, where the standards of completion of each task is assessed.
‘Performance Reviews’ lead to an ‘individual training planner for each team member’.
‘Individual training planners’ are collated into a ‘training calendar for all staff’.

Create a Performance Review Document

To create a performance review document you should start with your job descriptions and task lists, and make a performance review document that matches them. Use the same tasks contained in the task lists and use the same wording and terms that appear in the job descriptions.

The review document should be a document that is specific to each role in your practice.

Some tips for conducting an effective performance review from an old hand

– don’t go into a performance review with any surprises.
– bring up things that the staff member has done right as well as things that could have been done better
– things done wrong (and right) should already have been detailed to staff at the time of the ‘thing’
– don’t use this as a salary negotiation tool. Do that separately
– make this about training, and upgrading systems, NOT about the employee
– This is NOT a tool for performance management. If performance management needs to happen, it needs to happen at the time of incidents.
– Performance Management issues are definitely to be included in the Performance Review discussion, but again, no surprises.

A manager who conducts a performance review, and who during the discussion, tells the employee for the first time that “they are tardy in their appearance, often late, and that no-one likes working with them”, will probably have an unfair dismissal case on their hands. Even if the employee quits, this could be seen as a ‘Constructed Dismissal’.

Related Article – https://hbfd.com.au/matt-gilchrists-kpis/