When properly planned and conducted, employee performance appraisals can be an important tool for growing employee morale, motivation, and productivity. Improper employee evaluations, however, can actually be used against an employer and can subject the employer to an increased likelihood of litigation.
The Sprigg Talent Mangement software suite is created with key legal considerations in mind and helps to nurture and grow productivity. Here are 12 key considerations we suggest to include within your employee review process:
1. Develop an appraisal form process that relates specifically (or can be adapted to relate specifically) to the employee’s job
2. Train the evaluators.
3. Develop a rating scale – Sprigg offers tools to allow you to easily and quickly implement your company and departmental goals.
4. Safeguard against inaccuracy.
5. Ensure against bias of the person conducting the review.
6. Provide for cross-checks on the evaluators.
7. Provide for the employee’s agreement that the job duties on which he or she has been rated constitute an accurate and complete list of his or her major job duties.
8. Require employees to sign their evaluations after giving them an opportunity to review the evaluation and to comment in writing.
10. Timing of evaluations – Sprigg promotes regular reviews to avoid those last minute end-of-year scenarios. We call this process ongoing leadership and ‘just-in-time’ feedback.
11. Review performance evaluations for adverse impact.
12. Follow whatever system or procedure which have been established to the letter and carefully refrain from any actions or statements in performance evaluations that suggest a guarantee of continued employment.
Contact the Sprigg team to learn more: sales@sprigghr.com