Lifestageperformance evaluation
Best Practices in performance evaluation
Now more than ever, employees crave feedback to support their career progression [1].
Organizations that reimagine how to deliver feedback about an employee’s performance can dramatically increase satisfaction and retention while also improving outcomes. Developing an equitable and inclusive method for evaluating performance helps managers and employees alike by building clear alignment on strengths, areas for growth, and opportunities for career progression.
[1]: shrm.org/topics-tools/news/all-things-work/reimagining-performance-review
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Step
1
Track process
Track your process intensively throughout the first two years of implementing a new performance evaluation system. Specifically, data reviews should be conducted by the Talent/HR team to assess variance along manager lines as well as any disparate impact along demographic lines. Tracking this information requires an efficient data system that may vary in size depending on the size of the school network.
RESOURCES
DEIA Callout
The HR/Talent team should continue conducting systematic reviews of performance evaluations across managers even after the first two years of implementation, as individual biases change with new personal experiences.
implement & monitor
Step
2
Schedule Equity Pauses
Schedule equity pauses before and after each performance evaluation cycle to mitigate the potential for bias. The equity pause prior to evaluation should include assessing the data from the prior cycle to determine trends, updating or re-implementing training as needed, conducting calibration meetings, and reviewing all data along demographic lines. The equity pause after the evaluation cycle should include reviewing draft ratings submitted by managers to prevent staff member subgroups being disproportionally advantaged or disadvantaged in their evaluations, holding performance meetings at a leadership level to calibrate across teams throughout your organization, and updating your training plan for the next cycle.
DEIA Callout
Review your equity pauses with your Chief Equity Officer (or other staff dedicated to DEIA) to determine if additional steps are necessary. Always engage experts to review data and seek multiple voices in decision-making meant to mitigate bias.
implement & monitor
Step
3
Assess Success Metrics
Data reviews are key to the ongoing effectiveness of your performance evaluation system. Regular reviews should occur annually or bi-annually depending on your performance evaluation cycle. An effective performance evaluation system ideally allows staff members to feel aware of their strengths and areas for growth. It also allows managers to deliver timely, actionable data to direct reports that communicates the information needed to motivate, support, and retain employees. Your success metrics should evaluate the extent to which staff members and managers feel the current system is accomplishing those goals. Ultimately, reviews should allow leadership within the organization to formulate hypotheses and action plans for what needs to change going forward. Each department-level leader (i.e. Chief Academic Officer, Chief Operations Officer) should be heavily involved in the data review for their specific team.
DEIA Callout
Reviews of success metrics should always include a breakdown of data across staff identities (i.e. demographic categories, tenure, position, etc.).
EdFuel can design performance evaluation systems and processes for you.