[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-187702-en":3,"doc-seo-187702-105":29,"detail-sidebar-cat-1-en-105":90},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":11,"category_id":12,"category_name":13,"doc_title":14,"doc_description":15,"doc_content":16,"file_id":17,"file_url":18,"file_type":19,"file_size":20,"view_count":4,"is_deleted":4,"is_public":11,"is_downloadable":11,"audit_status":11,"page_count":21,"language":22,"language_code":23,"site_id":24,"html_lang":23,"table_of_contents":25,"faqs":26,"seo_title":27,"seo_description":15,"update_tm":28,"read_time":11},187702,2336464648322,"Aria","https://ap-avatar.wpscdn.com/avatar/2200025388227c56fec?_k=1778556882303663488",1,158,"General","Managers Cheat Sheet for a Successful Annual Evaluation","An effective performance management system clarifies individual strengths, growth areas, and a path to realizing potential, while aligning personal and department goals to drive superior organizational performance. It emphasizes consistent, timely feedback to foster a learning orientation grounded in organizational values. The guide outlines steps to prepare for the annual evaluation, request 360° feedback, send review and upward feedback tools, and include department/job competencies before drafting and conducting the evaluation and development plan.","| An effective Performance Management System: |\n| --- |\n| Ø Clearly identifies each individual’s strengths, areas of growth and charts a pathway to reaching their potential.\u003Cbr>Ø Drives superior organizational performance through consistent achievement of individual and department goals.\u003Cbr>Ø Is consistent with the culture, principles and the organizational values\u003Cbr>Ø Fosters a learning orientation through consistent and timely feedback.\u003Cbr>First Step-Preparing for the Evaluation: |\n| ü Announce the Annual Evaluation process at a staff meeting Remind people what regarding the developmental nature of performance reviews. Review the time table and process\u003Cbr>ü Ask each of your direct reports for a list of 3 people to solicit 360⁰ Feedback; Next step is to solicit feedback from these peers to help better inform your evaluation of your employee. You are welcome to solicit additional feedback if necessary, but please inform your direct report that you will be doing this.\u003Cbr>o Sample request email can be found at: 360 Review Email Request (link to 360 Feedback Tool included) .\u003Cbr>o Please remember to add in the Dept/Job Specific Competencies into that tab before sending.\u003Cbr>ü Send the employee the Review Tool (90 Day/ Mid-Year/Annual) and the Upward Feedback Tool. The employee’s self-evaluation and reflection is an important tool to inform the review, check for alignment of your perspectives and enable you to tailor the feedback to ensure a successful review. Consequently, you will want the self-evaluation in ample time for you to write your own evaluation.\u003Cbr>Drafting the Performance Evaluation: |\n\n| o Determine how the performance is trending – is it improving or getting worst based the feedback and coaching you’ve been giving them up to this point? If the performance is trending down, you need to consider if it is time to put them on a performance improvement plan.\u003Cbr>Conducting the Performance Evaluation: |\n| --- |\n| ü Come prepared to both one on one meetings with the Evaluation/Development Plan, talking points and a plan of action for the future.\u003Cbr>ü Create an environment of open discussion – allow your employee to ask questions and give them an opportunity to help inform the SMART goals expected of them during the next review cycle.\u003Cbr>ü Allow your employee time to review their evaluation after your meeting, if desired. Request that the employee return the review signed within a day or two.\u003Cbr>ü Submit original signed copies of both the employee and manager versions of the reviews to Michelle by the set date so that all reviews can be included in the employee’s personnel file. Please also email a soft copy to Michelle.\u003Cbr>The Development Plan |","cbCaiirYzr0j7HBJ","https://ap.wps.com/l/cbCaiirYzr0j7HBJ","pdf",110426,3,"English","en",105,"# An effective Performance Management System\n## First Step - Preparing for the Evaluation\n## Drafting the Performance Evaluation\n## Conducting the Performance Evaluation\n# The Development Plan","[{\"question\":\"What does an effective performance management system focus on?\",\"answer\":\"It identifies strengths and growth areas, sets a pathway to potential, aligns individual and department goals, and reinforces organizational values. It also uses consistent, timely feedback to build a learning orientation.\"},{\"question\":\"How should managers prepare for an annual evaluation?\",\"answer\":\"They announce the annual evaluation process at a staff meeting, clarify the developmental nature of reviews, review the timetable and process, and request 360° feedback from direct reports and relevant peers.\"},{\"question\":\"What should be included before sending the review materials?\",\"answer\":\"Managers should add department/job-specific competencies into the appropriate tab before sending. They also provide the employee with the review tool and upward feedback tool so self-evaluation can inform the manager’s evaluation.\"}]","Managers Cheat Sheet for a Successful Annual Evaluation | PDF",1788384871,{"code":4,"msg":30,"data":31},"ok",{"site_id":24,"language":23,"slug":32,"title":14,"keywords":33,"description":15,"schema_data":34,"social_meta":85,"head_meta":87,"extra_data":89,"updated_unix":28},"managers-cheat-sheet-for-a-successful-annual-evaluation","",{"@graph":35,"@context":84},[36,52,67],{"@type":37,"itemListElement":38},"BreadcrumbList",[39,43,47,49],{"item":40,"name":41,"@type":42,"position":11},"https://docshare.wps.com","Home","ListItem",{"item":44,"name":45,"@type":42,"position":46},"https://docshare.wps.com/template/","Template",2,{"item":48,"name":13,"@type":42,"position":21},"https://docshare.wps.com/template/general/",{"item":50,"name":14,"@type":42,"position":51},"https://docshare.wps.com/template/managers-cheat-sheet-for-a-successful-annual-evaluation/187702/",4,{"url":50,"name":14,"@type":53,"author":54,"headline":14,"publisher":56,"fileFormat":59,"inLanguage":23,"description":15,"dateModified":60,"datePublished":61,"encodingFormat":59,"isAccessibleForFree":62,"interactionStatistic":63},"DigitalDocument",{"name":9,"@type":55},"Person",{"url":40,"name":57,"@type":58},"DocShare","Organization","application/pdf","2026-09-03","2026-09-02",true,{"@type":64,"interactionType":65,"userInteractionCount":11},"InteractionCounter",{"@type":66},"ViewAction",{"@type":68,"mainEntity":69},"FAQPage",[70,76,80],{"name":71,"@type":72,"acceptedAnswer":73},"What does an effective performance management system focus on?","Question",{"text":74,"@type":75},"It identifies strengths and growth areas, sets a pathway to potential, aligns individual and department goals, and reinforces organizational values. 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