How to Write Legal Employee Evaluations and Disciplinary Documents Training

• To recognize the importance of having a performance review process for employees.
• How to work with employees to set performance standards and goals.
• Skills in observing, giving feedback, listening, and asking questions.
• An effective interview process and the opportunity to practice the process in a supportive atmosphere.
• How to make the performance review legally defensible

Performance Appraisals Done Well

• To start, participants will discuss what performance appraisals are and why they are important. The importance of building trust will also be covered.

Errors We Make

• This session will explore the three most common errors made during performance appraisals.

Types of Performance Reviews

• Next, participants will learn about the most common types of performance appraisals: formal reviews, informal reviews, probationary reviews, and 360 degree reviews.

The Performance Management Process

• To begin, participants will look at the four-stage performance management process through a lecture. Then, participants will work in small groups to review some sample appraisal forms.

Goals with SPIRIT

• During this session, participants will learn about the SPIRIT acronym for goals. They will also learn about setting short-term and long-term goals.

The Performance Management Cycle

• This session will explore the first two stages of the performance management cycle: the basis for review and performance standards. BAR’s and KRA’s will also be discussed briefly.

Setting Standards

• Participants will learn about the importance of standards through a short exercise.

Creating a Performance Development Plan

• Another key element in the performance management cycle is a performance development plan. Participants will learn about the components of this type of plan during this session.

Feedback and Communication

• This session will provide participants with some basic feedback and communication tips.

Listening Skills

• Next, participants will take a closer look at listening skills.

Communication Strategies

• In this session, participants will learn about asking good questions, probing techniques, and body language.

Giving Feedback

• This session will cover the six characteristics of effective feedback. To reinforce these concepts, participants will apply these characteristics to three case studies.

Accepting Criticism

• Next, participants will learn how to accept criticism graciously.

Planning the Interview

• This session will look at some things that participants should do before delivering the performance appraisal.

The Interview

• In this session, participants will learn a basic interview format and practice it through a role play.

Goal Setting Role Play

• Day Three will start with a role play on the first stage of the performance appraisal process: goal setting. This role play will be followed by discussion and feedback from the trainer and other participants.

Providing Feedback

• This session will ask participants to complete a role play on the second stage of the performance appraisal process: providing feedback.

Coaching

• Next, participants will learn about the third stage of the performance appraisal process: coaching. Participants will also practice coaching in a role play.

Appraisal Preparation

• In this session, participants will prepare for a mock appraisal.

The Interview

• Next, participants will conclude the performance appraisal process with a mock interview.

Maintaining Performance

• Once an employee has achieved a particular level of performance, we usually want them to maintain that level. This session will explore some ways of doing that.

Handling Performance Problems

• During this session, participants will learn what to do if an employee is not achieving a particular level of performance.

The Part Where Someone Gets Fired

• In this session, participants will learn what steps to take when someone needs to be let go. Participants will also have an opportunity to practice their skills in a role play.

Pre-Assignment Review

• To sum up the past three days, participants will look at their pre-assignment, identify areas of improvement, and develop an action plan.

Performance Management Checklists

• To conclude the workshop, participants will review some checklists that they can use during the performance management process.

Workshop Wrap-Up

• At the end of the course, students will have an opportunity to ask questions and fill out an action plan.