Procedure for Conducting Employee Evaluations

INSTRUCTIONS FOR COMPLETING THE PROGRESS AND SEMI-ANNUAL EVALUATION FORMS

The job description for the employee being evaluated should always be consulted when completing both the Progress Evaluations and the Semi-Annual Evaluations as well as during the expectation setting process at the onset of a new project. An employee should be evaluated against the criteria set forth in the job descriptions, rather than against other employees at the employee's level. The career paths and job descriptions for roles within The Company are stored on the intranet. Please visit the Professional Development and Recruiting page for your region and click on the link labeled "Performance Evaluations". All of The Company's evaluation forms are derived directly from the job description or career path of the employee being evaluated. The Progress Evaluation forms correspond to the career path of the employee (thus Associate Developers through Senior Developers use the same form) and the Semi-Annual Evaluation form corresponds to the job description or specific role of the employee (Associate Developers, Developers, and Senior Developers each have their own form). Because not all of the job descriptions are finalized, employees fulfilling roles in internal groups without defined job descriptions are asked to use our standard "Internal Semi-Annual Evaluation Form" rather than a role-specific form. Employees within the Delivery organization should use the appropriate forms depending on their career path and title within that path.

Procedure for completing the Progress Evaluation for Delivery resources

• Who should complete the form: The appraiser should be the individual who supervised the employee on a day-to-day basis during the course of any assignment lasting two weeks or longer. The regional resource management team will identify the appraisers and facilitate the completion and delivery of these forms on an on-going basis. These forms will be completed at least on a quarterly basis.
• When to complete the form: A Progress Evaluation should be completed as employees roll off any assignment that has lasted two weeks or longer. These forms should be completed at least quarterly.
• Completing the form: The steps for completing the Progress Evaluation are as follows:
  1. The appraiser should rate the employee in the various career path and project- related categories based on the rating scale included at the end of this document. The appraiser should comment on the specific responsibilities held by the employee on the project. The appraiser should document, in the "Other Responsibilities" section, any responsibilities that fell outside the norm for an employee at that level within that career path. Once completed, the appraiser should send a copy of the form to the employee for review.
  2. Once the appraiser has given the completed form to the employee for self-review, the employee should complete the employee comments sections. The employee should cite examples when appropriate to justify his or her comments.
  3. The appraiser and employee should then schedule a meeting to discuss the Progress Evaluation and make any necessary updates/changes. This discussion gives both the employee and the appraiser the opportunity to elaborate on the various sections of the evaluation, as well as to come to a clear understanding of what accomplishments were achieved. Based on this discussion, the appraiser has the option to change his/her ratings. The appraiser is not, however, required to change ratings where there is a difference of opinion. The employee also has the option to change his/her written comments.
  4. Once the employee and appraiser have discussed the evaluation, both individuals must sign and date the evaluation form on the last page acknowledging that the discussion has taken place. Signature does not necessarily signify agreement between the two individuals.
  5. The appraiser should forward the completed, signed Progress Evaluation to the regional resource manager.

Procedure for completing the Progress Evaluation for Internal resources

• Who should complete the form: The appraiser should be the employee's direct manager. The regional resource management team will identify the appraisers and facilitate the completion and delivery of these forms on an on-going basis.
• When to complete the form: A Progress Evaluation should be completed for all Internal resources for quarters that are not followed by a Semi-Annual Evaluation. These will be completed in April for the period January through March and in October for the period July through September. The regional resource management teams will monitor the completion of these forms.
• Completing the form: The steps for completing the Progress Evaluation are as follows:
  1. The appraiser should rate the employee in the various career path categories based on the rating scale included at the end of this document. The appraiser should comment on the specific responsibilities held by the employee that quarter. When appropriate, the appraiser should add comments, to support the ratings. Once completed, the appraiser should send a copy of the form to the employee for review.
  2. Once the appraiser has given the completed form to the employee for self-review, the employee should complete the employee comments sections. The employee should cite examples when appropriate to justify his or her comments.
  3. The appraiser and employee should then schedule a meeting to discuss the Progress Evaluation and make any necessary updates/changes. This discussion gives both the employee and the appraiser the opportunity to elaborate on the various sections of the evaluation, as well as to come to a clear understanding of what accomplishments were achieved. Based on this discussion, the appraiser has the option to change his/her ratings. The appraiser is not, however, required to change ratings where there is a difference of opinion. The employee also has the option to change his/her written comments.
  4. Once the employee and appraiser have discussed the evaluation, both individuals must sign and date the evaluation form on the last page acknowledging that the discussion has taken place. Signature does not necessarily signify agreement between the two individuals.
  5. The appraiser should forward the completed, signed Progress Evaluation to the regional resource manager.

For other pages in this collection, see:

Employee Evaluations

Employee Evaluations - Annual and Semi-Annual

Employee Evaluations - Rating Scale

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