SPEC Kit 344: Talent Management · 161
SOUTHERN ILLINOIS UNIVERSITY
Administrative/Professional Employee Performance Evaluation (Director-level positions and above)
hro3017
10/13
Employee Performance Evaluation
Helpful Hints &Checklist
This form will be used by supervisors and managers to appraise A/P staff at the rank of Director or higher and must be
completed annually. The performance evaluation requires the rating of an employee in terms of his/her actual
performance since the last review.
Rating job performance is an extremely important task. Great care should be taken to avoid a number of different rating
errors that affect an evaluator's ability to make accurate ratings. These errors include:
LENIENCY ERROR: Leniency errors occur when a rater rates all employees higher than they should be rated. This type
of error may occur when a supervisor is trying to give a staff member the benefit of the doubt. Leniency errors can be
detected by examining a number of different rating forms from the same supervisor. When leniency errors are present,
most employees are rated in the higher ranges of the scale. For example, leniency rating error is probably present when
an evaluator rates 4 out of 5 staff members as outstanding.
CENTRAL TENDENCY: Central tendency errors occur when an evaluator rates all his/her employees effective. This type
of error results when a supervisor fails to distinguish the difference in job performance among a number of employees.
Central tendency errors can be detected by examining a number of evaluation forms from the same supervisor. When
central tendency errors are present, all staff members will be rated effective.
HALO: The third type of error is also very frequent. Halo errors occur when a supervisor fails to distinguish between
different aspects of the same person's performance. This type of error occurs when a supervisor has a feeling about a
person's overall job performance and rates all aspects of his/her performance at that level. When this type of error is
present, a person will be rated marginal or highly effective on all of the performance factors. There will be no mixing of
ratings at different levels for the same person.
Remember, you are rating the performance, not the person.
Checklist for performance evaluation: Yes No N/A
Did you discuss each goal or objective established for this employee?
Are you and the employee clear on the areas of agreement? Disagreement?
Did you give the employee your thoughts of his or her potential or ability?
Did you and the employee cover all positive skills, traits, and accomplishments?
Are you both clear on areas where improvement is required?
Did you indicate consequences for noncompliance, if appropriate?
Were training or development recommendations agreed on?
Did you set clear objectives and focus factors for the next appraisal period?
Was the employee encouraged to voice their own views/comments?
Did you thank the employee for his or her efforts?
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