PERSONAL AND CONFIDENTIAL: GSC SIX MONTH REVIEW

Employee Name: ______Job Title: ______

Date of Hire: ______Department: ______

Supervisor Name: ______Job Title: ______

Review Date: ______Department: ______

General Information and Timeframe for Completion

New employees who have moved into a new position will have performance evaluated within six months of their hire date or the date of the new position. This is an opportunity for manager to review the employee performance prior to the end of the new hire (probationary) period or six months and to confirm a recommendation for continued employment or extend a probationary period (as needed). The six month review is an opportunity to reiterate goals and expectations discuss training and development needs and generally measure performance.

New employee should be evaluated no later than six months following their date of hire or the date of the new position. New employees may have performance evaluated anytime during the new hire period as needed or appropriate.

Steps to Completion of Performance Review

  1. Manager should review job description and provide a copy to employee.
  2. Manager should schedule a review meeting with the employee and ask employee to complete the Areas of Discussion form (page 2) prior to meeting.
  3. Manager should complete the six month review form (page 3).
  4. Employee completes the Areas of Discussion form (page 2) and forwards to the manager prior to meeting.
  5. Manager and employee meet and discuss the evaluation:
  6. Begin with discussion of job description.
  7. Ask about concerns or needs from the new employee.
  8. Discuss successes.
  9. Make plans for areas in need of improvement (if applicable).
  10. Set goals using SMART method with at least one goal related to the GSC mission.
  1. The entire completed and signed evaluation form and any accompanying information are submitted to Human Resources for inclusion in personnel file.

Area of Discussion Form (to be completed by employee)

Employee name: ______Date completed: ______

We will be meeting to discuss your performance since starting this position and to discuss development needs you may have related to your work. Your input is a very important part of this meeting. You can prepare for the meeting and help make this discussion as productive as possible by:

  • Reviewing your job description; and
  • Reviewing the following questions and writing down those aspects of your performance and development you would like to discuss.

Please return this form to me at least 24 hours before our scheduled meeting on (date):______

  1. In general, how do you feel your transition into your new role has gone?

  1. Do you feel that your job description is an accurate summary of your areas of responsibility and duties? If not please describe in detail the differences.

  1. Please list any specific development or training needs you feel would allow you to more effective in your role? If applicable, please describe in detail.

PERSONAL AND CONFIDENTIAL: GSC SIX MONTH REVIEW

Staff Member: ______Manager: ______Date: ______

Goals:Using the SMART goal setting method (see page 4), identify those goals you will be responsible for to support GSC and HR. Performance goals are the “what” you are working on to accomplish. They are tied to HR and/or GSC strategic priorities.

GOAL #1 (use SMART method) ______Status*: Start date: End Date:

GOAL#2 (use SMART method) ______Status*: Start date: End Date:

GOAL # 3 (use SMART method) ______Status*: Start date: End Date:

*Not Started = (N) - *Underway = (U) - *Completed = (C)

PERSONAL AND CONFIDENTIAL: GSC SIX MONTH REVIEW

Developmental Plan items / Comment / Update

SMART GOALS

Definition of SMART goals:

Specific

The goal should define specific results and provide concrete details on what is to be achieved.

Measurable

When writing the goal, define how you and your manager can measure its success. There are several ways to measure goals:

  • Behavior: An observable change in an employee’s actions
  • Quantity: A numerical increase or decrease
  • Quality: How well the result meets the criteria set in a goal
  • Cycle time: Time from request to completion’ processing time
  • Efficiency: Resources (time, budget, and people) applied to achieve the result

Ambitious and Achievable

Goals should be challenging and go beyond your day to day duties while at the same time be achievable.

Results-based

When writing, stat the results to be achieved rather than the activity or work processes leading to those results. Focus on what you are responsible for accomplishing.

Time-bound

Establish a time limit. State the date results must happen, or, for ongoing expectations, specify how often the goal or expectation must be met, and how often it will be reviewed.

GSC HR ConfidentialSix Month Review