3. Complete a draft of the appropriate review form and share it with your immediate supervisor, in cases where the rating is "satisfactory with reservation" or "unsatisfactory".

B. Privacy and Confidentiality - Conduct the meeting in a non-public area where both parties will feel more comfortable and willing to be objective and open.

C. Freedom from Interruption - Hold all telephone calls and inform people in your area that you do not want to be disturbed. You must convey the message that this is an important event.

D. Ample Time - Avoid rushing the employee in and out. Allocate an appropriate period of time for each meeting.

E. Two-Way Communication - Both parties should talk and listen. The interview should be fairly informal and create an opportunity for open discussion about such issues as: job performance, strengths and weaknesses, future potential, setting future goals and objectives, developmental or training needs, and impediments to development. Both the manager and employee should have input during goal setting. You should discuss your draft appraisal, the employee's self-assessment, feedback survey data (where applicable) and additional relevant information. Feedback to the employee should be specific and related to performance and results rather than personality characteristics.

F. When the review process is completed, the employee should: 

1. Clearly understand where he/she stands in terms of meeting performance standards and goals for the next review cycle
2. Know where and how to improve
3. Be committed to and motivated to maintaining and/or improving the performance level for the future

G. Goal-Setting

1. Goals should be established with input from both parties for the coming year and should be attached to the employee evaluations
2. To ensure the established goals are met, employees and supervisors should communicate periodically as to the progression towards these goals
3. Goals set from the previous year can be used as an equitable means of evaluating an employee's job performance. The progression toward the established goals should be noted on the evaluation

1. Finalize the Performance Review
2. The agreed upon goals should be attached to the Performance Review Form
3. Have the employee sign the Performance Review Form. The signature does not imply agreement, but acknowledges that the evaluation has been reviewed. If the employee refuses to sign the Form, note the refusal and forward the review
4. Provide the required five work days for the staff member to include a written response in the form of a memorandum which will be attached to the review before forwarding it through the administrative lines
5. Provide an opportunity for the staff member to review any comments added by other administrators and add written comments within five (5) work days