A policy setting forth the contents and frequency of performance reviews may be beneficial for many employers. Such a policy allows employees to know what is expected of them and how often they will be informed of their progress. Although performance reviews are not required by law, such reviews allow the employer to let employees know whether they are meeting or exceeding performance goals, as well as to identify any performance problems that may exist. This record of performance shortcomings may be indispensable in a legal action in which an employee or former employee challenges the legitimacy of an employment decision based on performance. Evaluations also encourage employees to improve their performance without the imposition of discipline.
The employer should attempt to follow the procedures outlined in its performance review policy closely because careful adherence to those procedures allows the employer to build a record of each employee’s performance. Employees are requested to sign the evaluation form not to indicate agreement with its contents, but simply to establish a record of the occurrence and contents of the review.
While it is sometimes tempting to gloss over an individual employee’s shortcomings, the employer should be certain to note any unsatisfactory work performance or...
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