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■Identify and implement strategies to remedy perform-
ance difficulties.
■Identify with each employee any factors interfering
with achieving performance goals.
■Develop with each employee strategies to remove
blocks to achieving goals.
■Apply a progressive discipline process as required and
in accordance with the organization’s policy.
■Ensure that every employee receives at least one inter-
im review during the year.
■Address performance problems early so they do not
escalate into major problems.Observing and Documenting
■Document any significant performance-related discus-
sions.
■File a copy of performance goals so it can be found eas-
ily.
■Send a copy of the final performance appraisal to
human resources by the deadline.
■Ensure that documentation is sufficiently detailed to
explain disciplinary action to a third party.
■Share all documentation with the employee and make
sure that the employee signs off on each document.
■For each employee, make recommendations about
salary increments to human resources two weeks prior
to his or her anniversary date.
■Ensure that no personnel decisions are overturned due
to a lack of documentation or inadequate documenta-
tion.Performance Appraisal/Review
■Explain the appraisal process to employees in a way
that stresses common benefit.