https://www.youtube.com/watch?v=jfdBIRk-O7E&t=63s

https://www.youtube.com/watch?v=hI1Xejz5YnU

Strategies for Effective and Useful Performance Evaluation
Strategy	Description	Video #1 - A Poor Example of a Performance Review	Video #2 - A Better Example of a Performance Review
		For each version of the video- the Poor and the Better, explain how well each of the 8 Strategies for Effective Evaluations was met.
1. Ensure that the criteria used in the evaluation are job related and under the control of the jobholder.	Employees need to know the basis on which they will be evaluated at the beginning of the appraisal period. Managers and employees should agree on these criteria and expected standards and measures of performance ahead of the performance period.
2. Provide feedback on an ongoing basis.	Checking in with the employee should be a regular occurrence. Giving continuous feedback is a key responsibility of managers. By providing ongoing feedback, surprises at the formal appraisal are avoided.
3. Prepare for the performance appraisal	In the review, the manager should have a set of clear goals for the discussion, be equipped with data, have a strategy for presenting performance information, and be able to anticipate employee reactions and engage the employee in problem-solving and planning. An appropriate physical location should be found. Some people recommend holding the appraisal in a neutral location rather than the manager's office to lessen the emotional content of the process.
4. Encourage employee participation.	Employee self-assessment may reveal the level of insight employees have about their performance. Employee participation is vital because the employee must assume accountability for improvement, and the first step in being accountable is understanding what needs to be done and being involved in developing strategies toward that effort. Improvement should be viewed as a partnership between the manager and the employee
5. Focus on future performance and problem-solving	Reviewing past performance during an appraisal is important, but the emphasis of such a review should be on setting goals for the future and on generating specific strategies for achieving those goals. In many cases, the employee will identify factors outside of his or her control that may contribute to lower-than-expected levels of performance. Discussion of these factors is appropriate during a review session.
6. Reinforce positive performance	Performance reviews can be viewed as punitive and negative. It is important for managers to convey support of the employee and ensure that the interview focuses on all aspects of performance. Rewarding and reinforcing positive performance are essential aspects of productive reviews.
7. The concept of performance management and appraisal must be supported by senior leaders in the organization.	Senior leaders should communicate that performance management is vital and must be seriously conducted at all levels of the workforce. If this message is absent or weak, the performance management system will either fade away or become a meaningless bureaucratic exercise.
8. Plan follow-up activities and pay attention to expected outcomes and timetables	Plans should be developed, accompanied by timetables, expectations, and concrete plans for follow-up. Without follow-up, the integrity of the performance management process is compromised.