Complete one job safety analysis each month for the department. Give a copy of the performance objectives to the employee for whom they were written. Refer to these objectives in future performance discussions with this employee. Periodically review the performance objectives to make sure you are getting the desired performance and results. For instance, if a supervisor meets the objectives, but the department continues to have too many accidents, too many close calls, or no improvement in conditions, then the objectives need to be revised.
Performance evaluation can be oral, written, or both.
If performance evaluation is new to your business, short intervals will be helpful in the beginning. Unacceptable performance can be spotted and changed quickly. As your employees become accustomed to working toward defined performance objectives, the intervals between evaluations can be lengthened. The evaluation can become an opportunity to provide encouragement and refresher training. There should be no surprises to the person being evaluated regarding what was expected.