Supervisor asks for employee's reaction and input. Discuss potential problem areas. Supervisor indicates if potential problem is major or minor, uses concrete examples, and asks for employee's reaction and input. Set joint developmental goals. Both parties articulate what employee will do and what the firm will do.
Supervisor reviews general message and goals, and responds to any additional questions.
Therefore, it is particularly important that the information women employees receive in their evaluation interview be clear and comprehensive. Properly training those who conduct evaluation interviews tends to markedly improve the quality, effectiveness, and equality of the entire process. For more info on developing and implementing effective, unbiased evaluation systems, see Fair Measure, a practical guide toward effective attorney evaluations, prepared by the ABA Commission on Women in the Profession. Fair Measure represents only one of many quality projects of the Commission. Another is the Margaret Brent League, which has more than 900 members who work on national projects, such as Gender Bias in the Courts, Women's Leadership Development Initiative, and Legal Employer Initiative.