NCJ Number
87621
Journal
FBI Law Enforcement Bulletin Volume: 52 Issue: 1 Dated: (January 1983) Pages: 10-15
Date Published
1983
Length
6 pages
Annotation
A supervisor's performance appraisal interview with an employee can provide supportive praise for good performance while providing guidance for improvement where performance is lacking, as well as helping employees to set goals for their work and provide input for management decisionmaking.
Abstract
A performance appraisal interview should determine an employee's overall performance, strong and weak points, methods for improving performance, and a projection of the employee's work future and initial steps to be taken toward that future. The supervisor should notify the employee of the time and place for the interview in time to permit schedule adjustments. The evaluation form used to structure the interview should be based in performance standards and measures with which the employee has been familiarized from the outset of his/her assignment. The interview should not be permitted to degenerate into blatant criticisms of the employee followed by the employee's defensive reactions and complaints. This might be done by asking the employee to rate himself/herself in the various performance areas considered. Comparison with other employees should be avoided. Appeals should be possible if the employee feels the evaluation is unfair. Eleven footnotes are listed.