Performance evaluation is part of the total performance management system. Performance evaluation is structured around the expectations that are incorporated into the job description and shared with the employee at the time of hire. In laboratory environments, the performance evaluation is focused on specific work outcomes and competency assessment. Once the employee's performance is evaluated and assessed with respect to meeting the provided job expectations, an employee development plan is established for improvement.
Outcomes are determined by the assessment of the completion of goals that are established and agreed upon by both the employee and management. These goals and outcomes are categorized as project- or responsibility-centered and based on the job description. Prior to the review period, usually annually, the expectations are outlined and mutually agreed upon by both the employee and management.
Competencies are job tasks. Specific tasks are critical to accurate job performance. Competencies may contribute to outcomes. Competencies are specific and assessed separately from performance evaluation utilizing different methods. Methods of competency assessment are defined by CLIA and must include direct observation for proper assessment.
When establishing employee outcomes for both performance evaluation and competency assessment, the management must consider quality, quantity, cost, and time. The evaluation should cover the whole period and be consistent from employee to employee in the interest of fairness. A variety of tools may be incorporated into the process. These tools may include a combination of self-evaluation, peer evaluation, and performance evaluation templates such as checklists. The total process may involve multiple persons who interact at a personal level with the person being evaluated. These persons may include but are not limited to peers, direct reports, supervisors, and possibly internal and external customers.
