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You can only evaluate any employee on the basis of your
standards for performance for the period of time in which
that employee has reported to you. Any other part of the
past year must be evaluated on the position requirements
and goals as they existed during that time - and from what
you've written, it doesn't sound like there was much.
Attempting to "fire" the employee, as was suggested to
you, for not meeting requirements that apparently didn't
exist at the time would have been a *very bad idea,* so
pat yourself on the back for already having made one wise
decision as a manager.
Base this year's evaluation on how well the employee
has done at meeting the goals you defined *in the
time since you defined them,* and try to get some
input from others as to how performance was
perceived against expectations before you took over.
Then spell out in detail what your expectations are
for the coming year, and the criteria by which
performance will be evaluated. Identify areas where
improvement is required, then ensure that the means to
achieve improvement is provided (training, new tools,
etc.) You cannot assume that any particular skills or
abilities are present unless they were required as part
of the job description that was originally used to hire
and were made clear to the employee at that time and
since. The period of time during which your predecessor
"had no interest" in the dept and gave "free reign" to
the employee is water under the bridge, and is best just
written off.
Once you've taken care of this, go have a talk with your
HR rep about the pay scales in your dept. Let them know
that you expect the discrepancy in your compensations to
be corrected once you've demonstrated your performance in
your new position.
Gene Kim-Eng
------- Original Message -------
On
Wed, 12 Nov 2003 14:21:20 -0600 Aimee Hall?wrote:
When I do his evaluation, is it fair for me to give him a failing grade on
"quality of work" when he has not had proper guidance in what constitutes
acceptable quality? Can I assume that these are skills he should already
have developed? Or should I give him the benefit of the doubt that he will
improve if I work with him?
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