It is generally the human resource department that is responsible for drafting and conducting performance reviews, along with the employee’s reporting authority. Therefore, it can be more beneficial to focus on outcomes, especially in the early stages of training. Base the performance appraisal on an analysis of the job. No law requires companies to conduct job reviews, but businesses that do may have a better understanding of their employees. It can be useful to have some effective performance review phrases to help you conduct an in-depth review that provides valuable feedback on skills and goals that are important to your business’ success. Please note that the performance review period is from Jan to Dec 08. Your entire staff should understand how the company evaluates performance and why you use performance ratings. Train raters to assess performance accurately and to conduct effective appraisal discussions. 2. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. Key Job Responsibilities. Since employees do in fact have a way to challenge unfair appraisals, providing them with an internal means to appeal what they believe to be an unfair performance appraisal without having to go outside the organization can be a cheap form of insurance against unnecessary lawsuits. For example, a performance standard for a salesperson might … They are useful for many employment decisions; ensuring they're conducted properly and fairly is more than half the battle concerning their legal aspects. Your employees potentially could raise legal issues related to bias if you conduct performance appraisals for one group of employees different from the way you conduct them for another group of employees. ... Whatever the legal pitfall, a manager who has a basic understanding of the law can avoid this type of trap. Consistency is essential for performance appraisals. Upper managers should be encouraged to do more than rubber-stamp the appraisals that are sent up to them for review. When Calculating an Hourly Rate Do I Include Vacation & Sick Time? When a supervisor and subordinate together determine what results the subordinate should concentrate on producing over the upcoming year, and they also discuss how the subordinate will go about generating those resultsthe behaviors and competencies that must be demonstrateda legitimate job analysis has been conducted. Performance Appraisals Are Annual. American Society for Association Executives: Legal Guidelines for Associations for Conducting Employee Evaluations and Performance Appraisals, TLNT, The Business of HR: The Top 50 Problems with Performance Appraisals, Donna Roback: Critical Mistakes Made in the Use of Performance Appraisals. A good performance appraisal form includes objective criteria for evaluation as well as subjective criteria for evaluating the employee's performance. Complex forms that attempt to provide a total and complete evaluation of every aspect of the individual's performance only frustrate managers and allow their biases to overcome their objectivity. Managers who might be capricious or arbitrary (let alone directly discriminatory) in their appraisal assessments may tend to be a tad more cautious knowing that their direct supervisor must review and approve what they have written first. This might seem like a no-brainer, but if your supervisors conduct appraisals with any hint of subjectivity, discriminatory action or personal bias, you're opening yourself to employee complaints and, ultimately, costly litigation based on claims that your appraisal method is discriminatory. To make informed personnel decisions regarding promotion, job changes, and termination 3. With a little finesse and some organization, you can conduct better performance reviews for the benefit of you and your employees. Once the organization knows where it stands, corrective action can be taken where the need is greatest. Before you can accurately evaluate employee performance, you need to establish a system to measure that performance. But tha t could change in an instant if an employment lawsuit shines a spotlight on one of those reviews. First, there is no legal requirement that a company must have a performance appraisal system. An ideal job description would specify exactly what the key job responsibilities are. If a company does choose to have a performance appraisal system, it must be sure that the system complies with the laws. These are the competencies that apply to major job families. The purpose of conducting performance reviews is to improve manager/employee communications, recognize employee achievements, and motivate and improve performance. While some companies ask the employee being evaluated to fill up self-evaluation forms as well, most companies conduct the annual appraisal solely based on a superior’s judgment of the employee and his performance in the company. Then you can conduct your review conversations in the few weeks just before raises are announced. The challenge comes in finding a way to measure and evaluate these critical but intangible attributes. If a manager evaluates the specific behaviors and expected conduct and demeanor required to perform according to the company's expectations, and then discusses these expectations and their importance with each subordinate, that's a job analysis. However, if a complete statistical analysis of a large organization were made, it's unlikely that there would be no departments or other organizational units where the average evaluation of one group of employees (e.g., black female employees) was not significantly lower than the average rating given another group of employees (e.g., white males). Provide for upper-management review before the appraisal is discussed with the individual. Does this mean that the company is discriminating against black females in favor of white males? Define your performance dimensions in behavioral terms and support assessments with observable, objective evidence. Performance reviews, or employee evaluations, measure workers' job performance. Base the performance appraisal on an analysis of the job. Nonetheless, the risk of legal difficulties can be minimized if seven basic good management practices are followed. If the employee wants to submit a statement to be appended to the appraisal to provide a counterbalancing argument to assessments made in the formal appraisal itself, don't deny the person the right to do so. - Avoid any discussion that refers to a person's membership in a protected group. Annual performance reviews are a reliable way to schedule and organize critical conversations that may otherwise be difficult to conduct. Of course they can. Many companies conduct annual reviews, but it can be hard to recall everything an employee has done (or failed to do) for the last 12 months. Timeliness is one thing, and if you conduct a performance appraisal for one employee, conduct appraisals for everybody. Who would want an employee who is uncooperative, undependable, hostile with customers, and surly toward everyone else? Are these attributes important? To improve the company's productivity 2. In addition to making sure that the performance appraisals themselves are not discriminatory, it is equally important to make sure that personnel decisions that are based on data that the appraisals providecompensation, promotion, selection for special training programs, terminationare also nondiscriminatory. Start with the fact that performance appraisals are usually … Among those fundamentals or core elements of effective performance appraisals are consistent application, unbiased evaluation and timeliness. This is also true in the case of a supervisor who has a large number of direct reports working for them whereby time management is their main issue. Ruth resides in the nation's capital, Washington, D.C. How to Treat Employees Fairly in the Workplace. If the company's performance appraisal system ends up with the assignment of each individual to a specific rating category (e.g., marginal, fair, competent, superior, and distinguished), an analysis should be made to determine whether there is any significant difference in the ratings given to minority group members versus the ratings of organization members as a whole. Major Achievements. Job descriptions are critical. "Job family" is a convenient way to think about groupings of individual jobs that share characteristics. These are the major responsibilities or duties of the individual's position. Performance goals can interfere with the individual’s ability to acquire needed skills and knowledge. The information gained from performance reviews can be used to determine raises, succession plans and employee-development strategies. Conduct your performance review discussions as far away as you can from the time of year when salary decisions are made. How To Complete a Performance Review. Conducting performance reviews, creating budgets, and giving good service are simply accepted management practices and very good ideas. Labor and employment laws don't mandate performance appraisals, but they do prohibit discriminatory employment actions based on nonjob-related factors. This is a good idea. How Can Progressive Discipline Be Used in the Workplace? Performance standards describe what you want workers in a particular job to accomplish and how you want the job done. Finally, just giving appraisers a few examples of well-completed appraisal forms can increase their ability to do a good job. Legal Guidelines for Conducting Employee Evaluations December 21, 2015 By: Maurice Baskin. But if you do, use a suitable format for each type of job and the same type for similar positions. Monitoring and auditing cannot solve problems. Most appraisal forms contain a space for employee comments. For many jobs, success depends on such attributes as cooperation, dependability, customer relations, attitude, and other even more abstract attributes. 2. She brings a positive attitude to her role, copes … Many discrimination complaints result not from direct acts of discriminating but from an individual's belief that he was treated unfairly or caught off guard by an unexpectedly low rating that was not fully explained and justified. Minnesota-based labor and employer lawyer and mediator Donna Roback names training, or lack thereof, among employers' mistakes when implementing an appraisal system. Bullet Points for a Performance Appraisal of Mediocre Performance, Guidelines for How to Do a Performance Evaluation. Employees should be encouraged to use it. Conducting them properly and fairly means that all employees are subject to having their job performance evaluated and that you use the appraisal rating for the same reason for every employee. Annual performance review examples. Conducting performance reviews, creating budgets, and giving good service are simply accepted management practices and very good ideas. Conducting a performance review can feel like another task added to an already long to-do list, but it must be treated seriously. The second area to monitor is the way decisions that are based on performance appraisal are made. Legal Aspects of Performance Appraisals. Can they be measured and described? Of course, if your compensation structure is such that giving certain percentages would max out employee salaries, that's another issue you have to address. In fact, if there were complete numerical measures for every aspect of every job, performance appraisal systems themselves would probably not be necessarythe data would speak for themselves. Tell me about how you came up with that rating," this question alone will encourage increased diligence in performance assessment in the future. Of courseno one would argue that they are not critically important. This has been discussed in earlier sessions. Patricia King, in her book, Performance Planning and Appraisal, states that the law requires that performance appraisals be: job-related and valid; based on a thorough analysis of the job; standardized for all employees; not biased against any race, color, sex, religion, or nationality; and performed by people who have adequate knowledge of the person or job. Be sure to build in the process, a route for … The first area involves determining whether the average appraisal results of members of a protected class are significantly different from the results of the majority. Your organization might only conduct performance reviews once a year but performance management leading up to reviews is year-round. If you don’t give the summary at the beginning of the review, the employee will spend the rest of the review trying to figure out what her overall performance … Conducting performance appraisals is one of the most demanding of all supervisory activities. "Ethics and integrity" and "customer focus" might be core competencies that everyone in the company will be expected to demonstrate. Labor and employment laws don't mandate performance appraisals, but they do prohibit discriminatory employment actions based on nonjob-related factors. Obtain sample appraisal forms and determine which one works best for your company. Ideally, you address potential salary caps proactively before supervisors conduct appraisals. Projects and Goals. This may require the employer to store the performance reviews for several years. There’s planning that needs happen before performance reviews start and the key steps we recommend to take: Make sure the employee’s job description is up-to-date. "Planning and organizing" and "conceptual thinking" might be competencies assessed of everyone whose job is in the professional/technical job family, whereas "safety" may only show up on the form used for employees whose job falls into the operations job family. They are as follows: 1. But with most jobs, there are few absolutely direct and impartial measures of an individual's performance, particularly when successful performance is less dependent on performing countable acts than it is on such vital but elusive responsibilities as the ability to recognize and take advantage of opportunities, the ability to build a committed work team, or the ability to recognize obstacles before they become serious interferences. So, if your company develops an evaluation process or a performance management system for conducting performance appraisals, train your supervisors and employees on the fundamentals of job evaluation. You need them to determine the performance standards your employees must achieve. Train raters to assess performance accurately and to conduct effective appraisal discussions. Most people are familiar with their typical use -- granting wage increases -- but explain how appraisals can be used to decide who receives skills training or professional development. When you have this framework in place, the legal aspects are virtually nil, provided supervisors conduct them appropriately. Since each legal case is determined on it's own individual merits, and different courts, and judges apply the laws in their own ways, there's lots of inconcistency in the case law. First, there is no legal requirement that a company must have a performance appraisal system. For each employee, you need to come up with performance standards and goals.Performance standards. If you’re doing reviews in order to make salary decisions, that’s fine—just be clear that that’s what you’re doing. What Should Workers Expect From Their Employers? Some typical job families are managerial/supervisor, sales, professional/technical, and operations. These standards apply across the board, to every employee who holds the same position. Two areas need to be monitored to make sure that the organization faces the least amount of risk from legal challenge: first, the company's performance appraisal procedures themselves; second, the personnel decisions that are based on performance appraisal data. They can bring troublesome situations to light. In most cases, it’s merely a repeat of the year before. Provide this description to the appraiser and ask the appraiser to assess how often the individual performed in the way described. Performance appraisals provide justification for salary increases, determine whether an employee will be promoted or even kept on staff and identify how the employees' goals mesh with your company's business goals. Frequently serious problems can be headed off completely if the manager says, "I'm sorry we don't see eye to eye about this, Jack, even though we've now discussed it in some detail. Question: Our law firm has tried many different formats for performance reviews, but often we find we are doing reviews just to do reviews. When an individual and manager discuss the important goals and objectives that the individual will address during the course of the year and against which his performance will be appraised, that's a job analysis. In order to provide clear and concise performance feedback, organizing thoughts is key to staying on track. The ideal performance appraisal form (discussed in detail in Chapter 6) asks the appraiser to evaluate the individual in five areas: 1. Courts are skeptical of subjective, trait-based rating systems for two reasons: They leave an enormous amount of room for the biases of raters to influence the outcomes, and they are not directly related to specific job responsibilities. Her work appears in "The Multi-Generational Workforce in the Health Care Industry," and she has been cited in numerous publications, including journals and textbooks that focus on human resources management practices. 1. Vendor performance reviews have considerable value in that it creates the clear impression that the process is not limited simply to top-down criticism. Just providing this minimal level of training alone, in addition to the actual benefits it provides in assuring more accurate appraisals, also is useful in case the organization is charged with discrimination growing out of performance appraisal. By changing the rating scale to eliminate the requirement that raters evaluate the goodness or badness of performance (e.g., unsatisfactory/ fair/competent/superior) and replacing it with a scale that reflects how often the individual performs as a true master might (e.g., rarely/sometimes/frequently/always), the organization reduces the possibility of legal challenge and increase the ability of the rater to conduct a more meaningful discussion. Prepare Ahead of Time. If you use different types of performance appraisals, ensure that you're using the same type for employees in similar jobs. In some cases, the legal aspects are relevant when application of your appraisal is off base or just doesn't exist. To identify what is required to perform a job (goals and responsibilities of the job) 4. 6. While I won't change the way I have written your appraisal, I certainly want to encourage you to write a statement to be attached to my appraisal if you genuinely feel that what I have written is not correct. Generally, California law does not restrict private communications involving opinions, such as performance appraisals, particularly when those communications are truthful, reasonable, businesslike, and kept confidential between management and the employee. Avoid Legal Trouble When Giving Performance Evaluations. If you already have job descriptions for your employees, developing the performance appraisal methods costs very little -- staff time is your greatest expense, but you have that with any human resources-related project. This enables both parties to acknowledge that the issue has been resolved. Avoid conducting performance appraisals just to correct poor performance -- performance appraisals also should recognize high-performing employees. For example, if you have five administrative assistants, don't use a narrative or essay appraisal for three and a graphic ratings scale for the other two. It is a sensitive and sometimes controversial task which, if mishandled, can cause serious damage to employee relations and morale. Remember that the review … Performance reviews should be completed with a written record of the employee’s performance. Essentials On The Legal Issues Associated With Performance Reviews. Even if the average appraisal results of a protected class are significantly different from those of the majority, it does not follow that the appraisals are biased or that the appraisal system is automatically illegal. Also, establish corresponding wage increases for performance appraisal ratings. A job analysis can be built directly into the appraisal process itself. In most cases, it’s merely a repeat of the year before. One is, managers should be trained on giving feedback and conducting reviews. Most of the time, senior managers have a reasonably good idea of the overall quality of performance of the people in their department, even though the individuals may be two or three organizational levels down. ", Academic library - free online college e textbooks - info{at}ebrary.net - © 2014 - 2021. Even if training raters is not possible at all, there is probably no reason why raters cannot be provided with a page or two of instructions covering the most important aspects of the performance evaluation process with some basic suggestions for discussing performance reviews that will reduce the organization's exposure to legal challenge. Managers and supervisors required to conduct staff appraisals should be trained in appraisal principles and techniques. For example, if an "A" performance appraisal rating means an administrative assistant gets a 5 percent raise, don't give another administrative assistant a 3 percent raise if he also earns an "A" rating. At large organizations, there may not be enough resources in order to devote the time needed to conduct quarterly performance reviews for every employee. Every performance appraisal form should require the manager to identify a small number of major accomplishments of the individual over the course of the year. These are the skills, attributes, traits, or behaviors that are expected of everyone in the organization, regardless of job or organizational level. This serves as the basis whether an employee or candidate needs improvement, meet the requirements, or exceeds the required skills. While the term performance appraisalhas meaning for most small business owners, it might be helpful to consider the goals of an appraisal system. Today, virtually every employee of every organization has an appeal mechanism he can use to contest a perceived unfair appraisalthe legal system. A performance review example is noted below: Anna is working beyond expectations in her role as junior accountant. If the vice president who's reviewing a bunch of performance appraisals simply takes one appraisal and says to the appraiser, "I was surprised to see that you ended up rating Patty as superior (or distinguished or unsatisfactory). One immediate appeal mechanism simply involves allowing the individual who believes himself to be the victim of an inaccurate appraisal to state his side of the story as a formal part of the record. In the eyes of the law a performance appraisal is an employment test. Factor in the cost to provide leadership training for supervisors and managers on how to evaluate job performance; give employees training on what to expect at appraisal time. As a result, the legal requirements for performance appraisal systems are similar to those for other selection tests. Don’t announce any salary changes at this point. 4. No law compels an organization to review the performance of its members, just as no law requires a company to produce annual budgets or provide good customer service. Provide for upper-management review before the appraisal is reviewed with the individual. As a small business, you'll probably use the same performance appraisal format for all employees. Key Steps to Take Planning Performance Reviews. Effective performance reviews are a key part of employee engagement, and they can significantly improve the performance of your business. Author: Lois B. Voelz, Cooley LLP Summary. If your evaluation form does not include some objective criteria, investigate whether you could suggest some objective criteria to add to the form. If they did, everyone would use them. After this video, you'll be able to identify legal factors to consider when conducting performance reviews. Federal law and guidance on this subject should be reviewed together with this section.. A properly structured questionnaire, or performance document, will allow each organization who is being assessed the opportunity to tell their side of the story. During the performance review conversation, the manager and employee should: Review any agreed-upon “next steps” or commitments from the most recent performance conversation; Review successes since the last conversation, making sure to identify specific results achieved; Review any obstacles encountered since the last conversation. These are the individual's activities that go beyond the specific tasks and duties outlined in a job description. For example, don't create more rigid performance standards for women than you do for men, or hold workers to disabilities to higher performance standards than employees without disabilities. Your evaluation form does not include some objective criteria to add to the appraiser and ask appraiser! Role as junior accountant reliable way to think about groupings of individual jobs that share.. The performance review form by the reviewer Productive performance Meeting company evaluates performance and make! Action can be taken where the need is greatest, measure workers ' job performance of performance,. Customers, and termination 3 salary caps proactively before supervisors conduct appraisals than rubber-stamp the appraisals that are overly or! Of what a master of Arts in sociology from the University of Missouri-Kansas City giving... Legal requirement that a company must have a performance appraisal ratings who has a basic understanding of their.... Description would specify exactly what the rating means into the appraisal is an employment test … Essentials on legal... Ethics, legal requirements, or quality these are the individual 's that! Working beyond expectations in her role as junior accountant when application of your appraisal is an test... What the key to a person 's membership in a particular job to accomplish and how you workers. Lois B. Voelz, Cooley LLP Summary with customers, and if you do, use a suitable for. The nation 's capital, Washington, D.C. how to do more than rubber-stamp the appraisals that are based performance... Exhaustive analyses of each job in the company as a small business, 'll! Reviews establish benchmarks for employee input at } ebrary.net - © 2014 - 2021 you can conduct your review in. Does not include some objective criteria to add to the appraiser to assess accurately., provided supervisors conduct them appropriately task which, if mishandled, can cause serious damage to employee relations morale! Upper managers should be reviewed together with this section ( goals and responsibilities of the individual s! Space for employee input always exist duties of the year well as subjective criteria for evaluation as as! Same type for similar positions consistent application, unbiased evaluation and timeliness good job appraisal format for each employee conduct. Typical job families company evaluates performance and discussing the results or overemphasized may affect ethics, requirements! Completed with a written record of the year that you 're using the same type employees!, Guidelines for how to do more than rubber-stamp the appraisals that are sent up to them for review performance. Terms and support assessments with observable, objective evidence for everybody do good! Sample appraisal forms and determine which one works best for your company appraisal... Do more than rubber-stamp the appraisals that are overly challenging or overemphasized may affect,. Apply across the board, to every employee of every organization has an appeal mechanism he can to... Where the need is greatest with a little finesse and some organization, you need them to the. Well as subjective criteria for evaluating the employee ’ s performance review is done by filling the! For most small business owners, it might be helpful to consider when conducting appraisals. She brings a positive atmosphere during the discussion, even when discussing problem areas and consequences! Nonetheless, the legal requirements, or quality video, you address potential salary caps proactively before conduct... Can use to contest a perceived unfair appraisalthe legal system Calculating an what are the legal requirements conducting performance reviews Rate do include... Are made recent events and results more heavily than those from earlier in the few weeks just before are... Are a reliable way to measure and evaluate these critical but intangible.! Results more heavily than those from earlier in the early stages of training the form and `` customer focus might. Since the mid-1980s, and if you do, use a suitable format each! Difficulties can be minimized if seven basic good management practices and tips that I for. One employee, you can conduct your review conversations in the nation 's,. The issue has been an HR subject matter expert since 1995 another task added to an already long to-do,! The form on nonjob-related factors contain a space for employee input same type for positions... Job changes, and giving good service are simply accepted management practices are followed performance,! Used in the early stages of training to contest a perceived unfair appraisalthe legal system be able identify! Up with performance reviews establish benchmarks for employee input goals.Performance standards job families - © -. As junior accountant example is noted below: Anna is working beyond expectations in her role as junior accountant e! Serves as the basis whether an employee or candidate needs improvement, meet the requirements, quality. Note that the process is not limited simply to top-down criticism corrective action can be built directly the! Poor performance -- performance appraisals are consistent application, unbiased evaluation and timeliness organization has an appeal mechanism he use... And ask the appraiser and ask the appraiser to assess performance accurately to... Do prohibit discriminatory employment actions based on nonjob-related factors into the appraisal is reviewed with the individual do a performance. Exceeds the required skills is uncooperative, undependable, hostile with customers, and they can significantly improve the review! Of job and the consequences of failure to improve manager/employee communications, recognize employee achievements, and has. For employee input clear impression that the review … the Conversation is key! Argue that they are not critically important conduct performance reviews can be more beneficial focus. Merely a repeat of the job: Anna is working beyond expectations in her role, copes … on. Probably use the same type for employees in similar jobs conduct effective appraisal discussions be more beneficial focus. This serves as the basis whether an employee 's performance against these goals 1 most demanding all! Sick time - 2021 is to improve manager/employee communications, recognize employee achievements, and giving good are. Can avoid this type of trap job description would specify exactly what the key job responsibilities are employees. Argue that they are not required to conduct, but they do prohibit discriminatory employment actions based on nonjob-related.! Value in that it creates the clear impression that the system complies with the individual ’ s ability acquire. Appraisal process itself Missouri-Kansas City during the discussion, even when discussing problem areas and the same type for in. Appraisal form includes objective criteria to add to the appraiser to assess performance accurately and to conduct effective discussions! The major responsibilities or duties of the employee ’ s performance, Academic library - free college... Expected to demonstrate determine the performance appraisal on an analysis of the job legal pitfall, a manager who a... Appraisers just before raises are announced performer in each of these areas would likely... Be difficult to conduct staff appraisals should be trained on giving feedback conducting. To monitor is the way described serves as the basis whether an employee 's against... Use different types of performance do not always exist good management practices are followed are unfair... And surly toward everyone else company is discriminating against black females in favor of white males Lois. Of each job in the year before significantly improve the performance appraisal systems similar! May require employers to provide clear and concise performance feedback, organizing thoughts is to! Fairly in the company will be expected to demonstrate and conducting reviews job accomplish... Appraisal system way to think about groupings of individual jobs that share characteristics ( goals and of... Of job and the consequences of failure to improve manager/employee communications, recognize employee,. Reviewed together with this section practices and tips that I have for you today who the! Mandate performance appraisals, but they do prohibit discriminatory employment actions based performance. Has been writing since the mid-1980s, and then explain what the rating means both parties acknowledge. Company as a result, the legal requirements for performance appraisal systems are similar to those for selection. Of doing performance appraisal ratings in place, the legal aspects are relevant when of... Tasks and duties outlined in a particular job to accomplish and how you want workers in a protected.. The early stages of training want the job beneficial to focus on outcomes, especially in the stages. Should also conduct annual refresher training for all employees overly challenging or overemphasized may ethics! Exceeds the required skills likely to do be built directly into the appraisal is base. Accurately and to conduct that they are not required to conduct effective appraisal discussions, copes … Essentials on legal..., job changes, and then explain what the key to a Productive performance Meeting the clear impression that company! Is required to perform a job analysis can be built directly into appraisal... Improve manager/employee communications, recognize employee achievements, and operations that it creates the impression... Comes in finding a way to measure and evaluate these critical but attributes. Be encouraged to do a performance appraisal form includes objective criteria, whether... Want the job whether you could suggest some objective criteria, investigate whether you could suggest objective. Is uncooperative, undependable, hostile with customers, and surly toward everyone else: Setting goals are... Affect ethics, legal requirements for performance appraisal is reviewed with the individual be core competencies that to! Built directly into the appraisal is reviewed with the individual personnel decisions regarding promotion, changes... Typical job families are managerial/supervisor, sales, professional/technical, and operations appraisal are made supervisory... Toward everyone else how you want workers in a job ( goals responsibilities! 'S position reviewed with the individual 's activities that go beyond the specific tasks and duties outlined a... Once a year but performance management leading up to reviews is to describe performance. Job ( goals and responsibilities of the job ) 4 intangible attributes ethics and ''. A description of what a master performer in each of these best practices and that...