Slide card in the Supervisor Evaluation in a few clicks

Aug 6th, 2022
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How to slide card in the Supervisor Evaluation

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welcome to supervisor skills this is a series of short recordings to support cocc supervisors todays topic is performance evaluation and performance evaluation is different from Performance Management well touch on that Ive got a video on Performance Management I encourage you to watch that its under four minutes Im Rachel Knox and Im your HR compliance and training partner for those of you who attended one of the four trainings that I offered in January and February you already know this information this will be a quick review for anyone else these dates are important so you are evaluating from January 1st through December 31st of 2022. you are not evaluating January February March of 2023. now this is a question I get a lot if an employee was hired in 2022 do I need to do a performance evaluation for them yes and no so it depends on when they were hired if they were hired and you evaluated them for their probationary evaluation in June of 2022 or before then you dont then you

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Writing Your Manager Review Address what is observable about outcomes, behaviors, and tasks. Describe how the performance has met or has not met expectations. Be direct and accountable by using I statements. Be specific, not global or broad, about the gaps (positive and negative) between performance and expectations.
Focus on the Work Address what is observable about outcomes, behaviors, and tasks. Describe how the performance has met or has not met expectations. Be direct and accountable by using I statements. Be specific, not global or broad, about the gaps (positive and negative) between performance and expectations.
What are some examples of positive feedback for managers? Recognition of leadership: Your leadership during the project was outstanding. Team appreciation: The team is motivated and engaged, thanks to your positive influence. Problem-solving skills: Your ability to address challenges is commendable.
Be crisp and precise in your words. For negative feedback use the 3-1 rulethree positive feedbacks, one negative. Be factual and truthful in your approach. For instance, I think what was great was that goals were clear, resources available and no interference from senior managers.
You should include any statistics or data that is relevant to the managers performance. This can include data from peer and self-reviews. Including this information will help to give the manager an understanding of the results he or she achieved during the review period.
Here are 5 qualities to look out for when evaluating your boss: DOES YOUR BOSS GIVE CLEAR INSTRUCTIONS? DOES YOUR BOSS COMMUNICATE CRITICISM CONSTRUCTIVELY? DOES YOUR BOSS GIVE CREDIT WHERE ITS DUE? DOES YOUR BOSS CARE ABOUT YOUR CAREER PROGRESSION? DOES YOUR BOSS RESPECT YOUR PERSONAL TIME?
9 best questions to ask your employees Does the manager use active listening and work to make adjustments based on employee feedback? Do employees feel valued and encouraged to develop professionally? Does the manager follow company rules and policies? Do employees see their manager as passionate about their work?
When writing a performance review for a manager, consider the following tips: Be honest. Being honest when writing a performance review can allow your feedback to be more effective and helpful. Use examples. Use descriptive language. Finish with a positive note.

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