Page 2 - The Leadership Line: Dec. 2020

Compliance: Performance

Reviews & the EEOC

The importance of documenting performance cannot be overstated. Should a
terminated employee pursue legal recourse, solid factual documentation is the
best defense. It is important to document performance issues when they occur
during the year.

Things to consider.

As you think about your upcoming performance evaluations consider the
following:
» Apply the performance standards consistently when conducting
performance evaluations across your team.

» Explain whether employees have met performance standards.
◊ It may be helpful to include relevant facts. For example: “Jesse exceeded
the minimum production standard by 15% for 22 of the past 26 weeks.”
◊ Including factual details in evaluations may help employees understand
the basis for evaluation decisions and may help them identify potential
areas for improvement. Including details may also help ensure that
managers are consistently applying performance standards.
Remember if you need help with your performance review, your HR Business
Partner is available to help!

What’s Happening in HR:
Performance Timeline

» 12/21 -Self evaluations due
» 1/15 - Supervisory reviews due
» 2/2 - Review meetings completed and employee’s
acknowledgment due