Performance Evaluation Interview

Interview with Glen Gardner, Army National Guard

 

1. What is the process for evaluations at your current job?

 

Individuals are rated on values (ethics and ethos), how well the individual performs the job description and any assigned additional duties.  Each person is evaluated by their immediate supervisor (rater), with oversight by the next higher supervisor (senior rater) and reviewed by a third level (reviewer). During the course of the year people are counseled in expectations for current and future levels of performance and discrepancies that exist about every three months.  These counseling sessions are used to produce the final Evaluation Report.

 

2. What system is used to rate employees?

 

Evaluation report consisting of a rating value (Excellence, Success, Needs Improvement (Some), Needs Improvement (Much)) as well as quantifiable bullet points detailing specific attributes, measures, and performance issues, both positive and negative.  Functional areas of the job are reviewed for Competence, Discipline and Fitness, Leadership, Responsibility and Accountability, and Training, as well as a section for personal values which are rated as a yes or no if the person exhibits behavior exemplifying or going against traits of character.

 

3. How often are employees rated?

 

At a minimum all employees are rated annually.  There are other times where a person may be evaluated more frequently, but never for a period of less than 90 days.  Situations that might result in an shorter rating period would be promotion of the individual, promotion of the rater, or a change in position or duty station.

 

4. What are the challenges associated with evaluations?

 

Some raters are not familiar with the individual expertise of the rated individual, meaning that their specialty is in a different field.  In that case you get a more generic rating report dealing more with leadership and responsibility than a complete package including all the functional areas of the job including competence and training.  Often, unless both the individual and the rater keep detailed records of accomplishments it is hard to go back and know exactly what has been done above and beyond the normal scope of duties. Raters also do not always have insight into a person's value system or knowledge of what is important to them at their core.   This can alter the rated individual's focus due to the subjective nature of many management decisions .  What they see as important matters when a decision needs made between two or more courses of action.  They could make decisions that differ from the rater's opinion.  This is where clearly defined expectations are important and should be laid out from the start.

 

5. Do you agree with the theory that rating low encourages better performance? Why or why not?

 

I would agree that if evaluations are timely and used constructively that low-rating a person deserving of a low mark can encourage better performance, provided that specific training or guidance is also implemented to facilitate the growth.  In this organization the methods of rating are not a closely guarded secret.  If an individual is displaying traits that earn a low rating, they likely lack skills in that functional area.  A low rating (needs improvement) is often only given if there have been specific, well documented  cases of repeated offense in an area.  Success is the goal for all employees, while excellence indicates a willingness to go above and beyond the expectations of the position.   A person who is naturally driven to exceed will not be encouraged by a lower mark to exceed more.  I think the best thing to do is rate fairly and accurately, capturing the total picture of that employee as best you can within the areas that are evaluated.

 

I learned a lot about performance reviews through this interview. The system is different than ones I had previously learned. I think it is important to hear different ideas so that I can determine the best way to run my own department. Healthcare does not necessarily have the best or most effective methods in place so I need to take opportunities whenever they are presented to broaden my own horizons.