Writing an objective employee review is one way to help avoid a discrimination lawsuit.
It also helps both the employer and employee stay on track with department goals.
The ideal employee review will help identify strengths as well as weaknesses in an employee's performance.
These simple tips should help you stay on track of your employee's contributions and weak spots while remaining objective.
1.
Use the same employment review form for all employees.
Remain consistent and fair to help thwart allegations of discrimination by a disgruntled employee.
2.
Avoid describing an employee by gender, age, race or any protected class.
For example, avoid sentences such as, "She works really hard for a woman.
" This statement may seem like a compliment, but to some but it can also be taken as an offensive and discriminatory comment.
For more information about protected classes, be sure to check out your State's department of fair housing on the Internet.
3.
Relate all comments directly to work performance.
Avoid the use of seemingly harmless or negative comments.
For example, if you are upset by the employee's attendance you should only discuss how it affects the employee's job, department or the company.
You should not include personal comments in the employee's file.
4.
Note the areas that need improvement in an objective manner.
It would also be a good idea to set goals to help the employee with any deficiencies in their work performance during an evaluation.
When applicable, be sure to also commend an employee on a good job performance.
5.
Have several management employees sign off on the review.
This will decrease the chances of employee reviews seeming or becoming arbitrary.
This is especially important if a pay increase or promotion is at stake.
6.
If an employee wants to respond to the review be sure to include their written response in the employee's file.
You want to remain fair in dealing with an employee, regardless of whether you agree with their written comments or not.
A final note These simple tips should help you stay on track of your employee's weak spots, contributions as well as deserved pay increases and possible verbal or written warnings.
Always keep in mind that anything you write in an employee's personnel file has the potential of becoming a legal document in the future.
Please note that while these suggestions are helpful, they do not take the place of legal advice.
If you are experiencing issues with an employee, it is advised you consult with a qualified, experienced employment law attorney.
It also helps both the employer and employee stay on track with department goals.
The ideal employee review will help identify strengths as well as weaknesses in an employee's performance.
These simple tips should help you stay on track of your employee's contributions and weak spots while remaining objective.
1.
Use the same employment review form for all employees.
Remain consistent and fair to help thwart allegations of discrimination by a disgruntled employee.
2.
Avoid describing an employee by gender, age, race or any protected class.
For example, avoid sentences such as, "She works really hard for a woman.
" This statement may seem like a compliment, but to some but it can also be taken as an offensive and discriminatory comment.
For more information about protected classes, be sure to check out your State's department of fair housing on the Internet.
3.
Relate all comments directly to work performance.
Avoid the use of seemingly harmless or negative comments.
For example, if you are upset by the employee's attendance you should only discuss how it affects the employee's job, department or the company.
You should not include personal comments in the employee's file.
4.
Note the areas that need improvement in an objective manner.
It would also be a good idea to set goals to help the employee with any deficiencies in their work performance during an evaluation.
When applicable, be sure to also commend an employee on a good job performance.
5.
Have several management employees sign off on the review.
This will decrease the chances of employee reviews seeming or becoming arbitrary.
This is especially important if a pay increase or promotion is at stake.
6.
If an employee wants to respond to the review be sure to include their written response in the employee's file.
You want to remain fair in dealing with an employee, regardless of whether you agree with their written comments or not.
A final note These simple tips should help you stay on track of your employee's weak spots, contributions as well as deserved pay increases and possible verbal or written warnings.
Always keep in mind that anything you write in an employee's personnel file has the potential of becoming a legal document in the future.
Please note that while these suggestions are helpful, they do not take the place of legal advice.
If you are experiencing issues with an employee, it is advised you consult with a qualified, experienced employment law attorney.
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