SOP Performance Review Following Probationary Period (Word DOCX)

BENEFITS OF THIS WORD DOCUMENT

1. Provides of Policy & Procedures of SOP Performance Review Following Probationary Period
2. Provides of Flowchart of SOP Performance Review Following Probationary Period
3. Provides of Checklist for New Employee Necessities & Performance Evaluation Form During Trial Period

PERFORMANCE MANAGEMENT WORD DESCRIPTION

This product (SOP Performance Review Following Probationary Period) is a 5-page Word document, which you can download immediately upon purchase.

SOP Performance Review Following Probationary Period

Contents :
1. Policy of SOP Performance Review Following Probationary Period
2. Procedures of SOP SOP Performance Review Following Probationary Period
3. Flowchart of SOP Performance Review Following Probationary Period
4. Performance Evaluation Form During Trial Period
5. Checklist for New Employee Necessities

The Performance Review is an opportunity for the supervisor to review the employee's performance from that period and advise the employee of his/her progress in meeting assigned job duties and responsibilities. Additionally, it provides the opportunity for the supervisor to review the employee's developmental needs and formulate and communicate a development plan designed to improve performance.

During the probationary period, new employees should learn all aspects of their position. This includes understanding and meeting the performance expectations provided by you, familiarizing themselves with how their position fits within their department, and behaving in a positive and collaborative manner. Employees are also encouraged to ask supervisors for any clarification that may be needed and for feedback on their.

When a new hire arrives, it is important that you meet with them to go over the job expectations, especially highlighting anything that may have change since the job posting. You can also elaborate upon these expectations by using the first assignment as an example. When setting performance expectations, you should attempt to use the S.M.A.R.T. criteria.

Part of setting expectations involves defining a way to measure performance. Once you have determined how you will measure expectations and what meeting those expectations look like, you can also provide examples of what does not meet expectations and what exceeds your expectations. These are generally tied into performance ratings.

Regularly scheduled meetings can be used as one mechanism in communicating feedback. You should consider what kind of feedback system you want to establish. Most employees want feedback. It makes them feel more connected to the organization and less inclined to leave. Feedback can be given formally or informally and be verbal, written, and kinesthetic.

Regards,

UJ Consulting

Source: Best Practices in Performance Management Word: SOP Performance Review Following Probationary Period Word (DOCX) Document, UJ Consulting