How to evaluate a Performance Review as a Supervisor

Creating proper performance review forms and assigning evaluators is important but at the same time, it is also important for evaluators to evaluate the created review form and provide unbiased feedback along with ratings. Once feedback and ratings are provided by the evaluators, the employees can identify their actual performance. This should help them to further enhance their performance or take necessary corrective actions to completely uplift their performance to a much better position.

When created by admins, Performance Reviews can be accessible in the following ways;

• Supervisors can visit Performance >  Manage Reviews > Employee Reviews to see the reviews where they are assigned as the supervisor reviewer for the performance reviews of their subordinates

• Admin users can go to Performance >  Manage Reviews > Manage Reviews to see performance reviews of all employees.

Reviews will be listed in tabular form. To evaluate, click on the evaluate button which is available for Activated and In Progress Reviews.

The Performance Review consists of four sections.

1. Review Summary
2. Self Evaluation
3. Supervisor Evaluation
4. Review Finalization

Review Summary

The review summary provides a brief introduction to the employee’s review. The summary reveals the following information.

Self-Evaluation

After the administrator creates the review, they notify the employees that they need to login to their own accounts to access the performance review and complete the self-evaluation.

The employees themselves are responsible do the self-evaluation of their performance reviews. They will assess their own performance by comparing it to the KPIs listed in their evaluation form. 

The evaluation form provides Rating and Comment section for each KPI listed where they can rate themselves and share their perspective. Self-evaluation helps an employee become an active participant in their own review. An employee’s involvement enables them to honestly assess their strengths and also areas they need to improve. Employees then can participate more constructively in the evaluation meeting with their supervisor.

Until the employee or supervisor completes their evaluation, neither evaluation is disclosed to their counterpart. When they have completed the evaluation, only then will the evaluation are revealed to the other party taking part in the review. Therefore, employees' self-evaluation shall be visible only after the employee completes the evaluation.

Supervisor Evaluation

The same evaluation form that the employee completes as a self-evaluation is also given to the employee's Supervisor (who has been added as the reviewer). Supervisor can also leave their feedback by providing a rating and comments for each KPI listed in the review form. In addition, supervisor also gets a general comment section where they can share their views on areas which not included under the KPIs. Evaulations should not reflect personal prejudice, bias, or favoritism on the part of the employees for the rating or review. It is important to be positive in all evaluations.

Evaluations don't need to be completed in one go. Both supervisor and the employee have the option to save the evaluation which they can revisit at a later time to complete it. Once saved, their evaluation status shall be indicated as “In Progress”.

Review Finalization

To conclude the review, the Review supervisor can provide a Final Rating and share their final thoughts as a comment. This part can be used to evaluate the employee's overall performance, highlight the strengths, and give tips and action plans to address the negatives. In addition, the date of completion is also collected for reference.

After providing the details, the reviewer can now close the review by marking it as Complete. No further changes are possible after marking the review as completed therefore make sure to go through the content again to avoid errors before Completing the review.