Performance evaluations are useful for both the employer and the employee. They help the employer make informed decisions regarding important employment matters such as compensation, transfers, promotions and terminations, while they keep the employee informed regarding his or her performance, including where he or she can improve. Performance evaluations are also important in avoiding and defending against litigation. A performance evaluation that creates a record of an employee’s performance can help to build an excellent defense to an employment discrimination lawsuit.
The employment evaluation process can sometimes be an uncomfortable experience for the evaluator and employee. However, when evaluations are done in a candid, consistent and open manner, they can benefit both parties. Though there is no requirement under Georgia or federal law for employee evaluations, evaluations are an important component of the employer/ employee relationship, and should be treated accordingly.
As will be discussed in more detail throughout this chapter, the three key elements of an effective performance evaluation are: accuracy, timing and objectivity. Accuracy is the most important ingredient to an effective performance evaluation. The benefits to employers of accurately reporting poor job performance far outweigh any discomfort or awkwardness of giving an...
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