The performance evaluation process helps employees and managers clarify expectations about job responsibilities and performance standards, and set goals for the coming year.
At the beginning of the fiscal year, the manager and the employee should review the job description to determine the key job responsibilities and clarify work expectations. They should also develop S.M.A.R.T. (specific, measurable, achievable, realistic, and time-related) goals for the employee based on the employee’s need for professional improvement, the department’s goal, and the strategic plan of the organization. For example, an effective employee goal could be “increase my sales by 20% by the end of the quarter.” Goal setting keeps employees aware of and committed to what they should achieve.