What Criteria Do You Use For Evaluating Your Staff's Performance?

How does one give appropriate performance evaluations?
By: Larry Silver
 
Feb. 19, 2009 - PRLog -- How does one give appropriate performance evaluations?
In this article, a procedure for evaluating job performance on a regular basis is laid out. These performance evaluations are vital for future planning and provide fair, timely and objective measurements of job performance.

It is recommended that you conduct at least two evaluations of a new employee during the first year. The first should be done after approximately 90 days of employment and a second evaluation should be done after 9 to 12 months of employment. Thereafter, each staff member should receive a performance evaluation at least twice per year.

Advise the staff member of the time for their scheduled review at least seven days in advance. This gives both of you an opportunity to prepare so that areas of mutual concern can be addressed.

The evaluation will be based on performance in two broad categories.
professional responsibilities
organizational responsibilities

Within these categories, specific areas will be assessed.

In the category of professional responsibility, the following areas will be assessed:
quality of care
effectiveness in patient management
professional development

In the category of organizational responsibilities, the following areas will be assessed:
adherence to office policies
adherence to the general job duties of a staff member (which you should have as part of your employee manual)
adherence to the job duties of their specific job (which should also be clearly elucidated, in writing)
their handling of communication within the office both with staff and patients/clients
interpersonal relationships
practice development

The data collection phase of the evaluation process will involve the gathering of information by the office manager from all sources that he/she deems appropriate. Generally, input will be received from:
patient comments
quality control data
statistical data observation
documentation regarding compliance with organizational policies
any documentation regarding their written job duties for their specific job as well as for them as a staff member

Needless to say, in order to have this type of information readily available, the office should have systems in place for proper documentation of these areas. This would mean having, at least, the following systems operational: each staff member having a named product or products they are responsible to produce, a means to measure every staff member's production, having an effective quality control system in place, having a good filing system in place for noting patient comments - both good and bad, having job descriptions and office policies in use, and having proper personnel and other Human Resource files that are kept up for each staff member.

Following information collection, the office manager, the doctor and the staff member will complete the performance review forms and a performance review meeting will be scheduled.

STEPS TO FOLLOW FOR THE EVALUATION PROCEDURE

1. The office manager will give the employee a copy of the job duties for the position the employee holds. The staff member will fill in a rating of each point. The office manager will also provide ratings.

SUGGESTED RATING SYSTEM
A.Place a check mark () next to any item that is deficient and is in need of improvement.
B.Place a star () next to any item that rates excellent in performance.
C.Leave blank any item that seems adequate, although the goal would be to work toward excellence in these categories.

2. The evaluation process begins with the orientation of the new employee. During orientation, the employee is made aware of the organizational goals. The individual's job description (both as a staff member and for the professional position held) is discussed and an understanding of job expectations and standards for evaluation is reached.

3. At this meeting, the performance for the previous period is reviewed and the employee is given an opportunity to comment on any area of the assessment.

4. As the review progresses, both the office manager and the staff member should keep notes with regard to areas to work on and goals that are set. In cases of deficiencies where correction seems achievable and reasonable in terms of practice resources, every attempt will be made to work with the employee to effect change.

5. The employee then signs the document. An understanding is reached concerning past performance and expected future performance and an outline of future performance expectations is drawn up and discussed with the employee.

Salary adjustments are not necessarily made at the time of the performance evaluation

If you conduct the evaluation as objectively as possible, your staff will appreciate the communication and should strive harder to match expectations.

# # #

Silkin Management Group is in the business of bringing the level of a doctor's management skills up to the level of his or her technical skills.
End
Email:***@silkinmanagementgroup.com Email Verified
Phone:503-726-1810
Zip:97035
Tags:Leadership, Practice Management, Medical Staff, Practice Problems, Economy
Industry:Business, Marketing, Medical
Location:Oregon - United States
Account Email Address Verified     Disclaimer     Report Abuse
Silkin Management Group PRs
Trending News
Most Viewed
Top Daily News



Like PRLog?
9K2K1K
Click to Share