Employee evaluation is the responsibility of the human resources department of each company and aims at establishing the level of professional development of employees and improving organizational performance.
For employee evaluation, the human resources department develops the assessment procedure that is found in the internal regulation or in the collective labor agreement where appropriate.
What does the employee evaluation procedure contain?
Employee evaluation procedure must be found in the internal regulation or in the collective labor agreement, and includes the following:
- Individual Performance Objectives. Performance goals can be set together with their employee or by the employer, and must be specific, realistic and measurable;
- Evaluation criteria. The evaluation criteria for the activity are communicated to the employee in the employment process, being included in the individual labor contract, in the internal regulation or in the collective labor contract, and whenever they undergo changes. Employers may set different evaluation criteria for management positions and execution positions;
- Periodicity of the evaluation. is depending on the company’s specificity, employees can be valued at 6 months or 1 year.
- Convening employees on evaluation. Before the evaluation, the employer have to informs employees about the evaluation period, the days and times when each employee is scheduled for evaluation, about the evaluation objectives, about the evaluation commission, and recalls the evaluation criteria;
- Obligations of the parties during the professional evaluation. Each company establishes the rights and obligations of the parties. For example: Employees have an obligation to submit to the assessment at the date and time set by the employer and to treat seriously the assessment and the employer has the obligation to set performance objectives and respecting the employee’s dignity and has the right to change the criteria unilaterally;
- Evaluation Commission. Employee evaluation can be done by the direct manager when the company has a small number of employees, by an assessment commission appointed by the employer, consisting of 3 permanent members and 3 alternates (for situations where permanent members can’t be present), or by an external commission contracted by the employer;
- The effective evaluation. For the effective evaluation, we need evaluation tools, which can be evaluation charts, tests or free talks (interview), resulting ratings. The assessments are set beforehand and are scored by numbers 1-5, where 1 is unacceptable and 5 is exceptional, or by letters from A to E where A is excellent and E is insufficient. The results are written in the evaluation reports.
- Communicating the evaluation results. Evaluation reports are brought to the employee’s attention who sign and receive a copy, the original remains in the employee file.
- Procedure for challenging results and settling complaints. For situations where employees are not satisfied with the results of the evaluation, the evaluation procedure must also contain the means of contesting the results, clearly mentioning the term in which the contestation is submmited and in which this is solved;
- Consequences of the evaluation. Employee evaluation is a procedure that greatly aids the human resources department in future decisions for the company’s short, medium and long-term objectives to be met. Therefor, in the case of poor isolated results, it tries to give the respective employee the chance to improve the individual performance, may identify general needs for professional development or may resort to the dismissal of employees who do not correspond professionally. Employee evaluation can also help promote employees, or in granting bonuses and benefits.
Employee evaluation is a complex procedure, do not hesitate to contact us when you need help!
Gabriela is a HR expert with more than 10 years experience