Performance Review of Employee
Performance Review of Employee
(OP)
I am being asked by the department head to assist in the probationary review of a new employee a few weeks into that person’s employment, as I am familiar with this person's work. This person is a technologist and has so far not met expectations - I am having to hand draft almost every single item that is to be incorporated into the electronic drawings, and it is taking too much of my time. I would like to be as impartial and honest in my review as possible and I am considering all possible circumstances that may attribute to the less than desirable performance (new environment, possible language barrier, joining mid-project, etc.) However, I feel that ultimately, despite these circumstances, that this person is not 'reasonably competent' for the position. His retention will ultimately result in additional strain on my time that would otherwise not be there had a reasonably competent technologist been hired. I should also note that I am not sure if there was any intentional misrepresentation during the hiring process. I don't want to mess with this person's livelihood and therefore I do not want to take my assessment/review of this person lightly. Has anyone been in a similar situation? What kind of language should I use in my review?





RE: Performance Review of Employee
RE: Performance Review of Employee
RE: Performance Review of Employee
RE: Performance Review of Employee
I used to find it hard sharing my opinions on some of our interns etc. that weren't up to par. However, over time, it got easier - though of course that may be a sad reflection on me!
What is Engineering anyway: FAQ1088-1484: In layman terms, what is "engineering"?
RE: Performance Review of Employee
As stated by others above, document your negative experiences and include positive experiences, if any.
RE: Performance Review of Employee
As an aside I think that your recruiting process should get a severe going over if it is regularly employing the wrong people.
Cheers
Greg Locock
New here? Try reading these, they might help FAQ731-376: Eng-Tips.com Forum Policies http://eng-tips.com/market.cfm?
RE: Performance Review of Employee
RE: Performance Review of Employee
Before you go into the review, think of all the good things that the person does. Then during the review, praise the employee for their good attributes.
I suspect that you will start to see measurable results from that person and they will start to meet your expectations of them. I've seen too many supervisors/managers use the wrong types of motivation to try and get results from the employees/coworkers. You need to build this person up instead of cutting them down. If you don't develop your people into who you want them to be, through positive reinforcement, then you will spend a lot of your time training new employees over and over again.
The old saying goes:
You can catch more flies with honey instead of vinegar.
RE: Performance Review of Employee
When you start using "not reasonably competent" you are stating your opinion and it will get you into trouble. Ron is spot on with that. Stick to the facts.
RE: Performance Review of Employee
How come you were asked and not the person who eventually hired that person? Do you know if the new employee fully understands what is expected of him?
As many of the posters up here said; the important thing is to state facts and not your opinon. In the end it is the department head who has to decide.
I had to do do performance reviews for some persons and I made the mistake that I am to this date still regretting. I used to cover up some facts in the review for a person. This eventually turned against me as the persons supervisor. So be honest and true. You might be an eye opener for this new employee. Do not be a martyr if this is affecting also you performance.
RE: Performance Review of Employee
RE: Performance Review of Employee