hOW TO PREPARE AN EFFECTIVE EVALUATION
Manager’s EMS Guide
Writing an Effective EMS
Manager Input Segments include:
Accomplishments
Strengths
Development Needs
Career Interests
Accomplishments
Summarize the employee’s accomplishments from your point of view. Compare their accomplishments against their goals. Be candid and specific using observable/measurable examples.
Strengths
Strengths are a reflection of the behaviors you have observed from the employee during the past year and should be reflected in their accomplishments.
Development Needs
Career Interests
ACCOMPLISHMENTS
Review employee’s EMS input and rating of competencies
Think quantitatively – provide facts, numbers, percentages, amounts
If a less effective performer, document this specifically on the EMS
When describing employee’s accomplishments/ development needs reference GE Values and Growth Leadership Traits where appropriate STRENGTHS
Review your employee’s self evaluation as background before you write
Emphasize strengths and growth related to career goals and GE Values
Describe how the employee has changed/grown over the past year
DEVELOPMENT NEEDS
Choose at least two development needs to focus on indicating soft skill or technical/functional development plans
Focus on building the employee’s strengths and improving weaknesses
Action plans should include various forms of development (training programs, e-Learning, special assignments, Six Sigma projects)
Highlight GE Values/Growth Leadership Traits where appropriate
Attending a training course is not a development need. Be careful about “promising” formal training - any plans you make should be within your “power”
Respond to employee’s comments on their development needs
CAREER INTEREST
Should be the “bottom line” in terms of what you see the person doing
Set realistic expectations and reiterate what needs to be done to be successful in reaching short and longer term career goals
Never make reference to a
Writing an Effective EMS
Manager Input Segments include:
Accomplishments
Strengths
Development Needs
Career Interests
Accomplishments
Summarize the employee’s accomplishments from your point of view. Compare their accomplishments against their goals. Be candid and specific using observable/measurable examples.
Strengths
Strengths are a reflection of the behaviors you have observed from the employee during the past year and should be reflected in their accomplishments.
Development Needs
Career Interests
ACCOMPLISHMENTS
Review employee’s EMS input and rating of competencies
Think quantitatively – provide facts, numbers, percentages, amounts
If a less effective performer, document this specifically on the EMS
When describing employee’s accomplishments/ development needs reference GE Values and Growth Leadership Traits where appropriate STRENGTHS
Review your employee’s self evaluation as background before you write
Emphasize strengths and growth related to career goals and GE Values
Describe how the employee has changed/grown over the past year
DEVELOPMENT NEEDS
Choose at least two development needs to focus on indicating soft skill or technical/functional development plans
Focus on building the employee’s strengths and improving weaknesses
Action plans should include various forms of development (training programs, e-Learning, special assignments, Six Sigma projects)
Highlight GE Values/Growth Leadership Traits where appropriate
Attending a training course is not a development need. Be careful about “promising” formal training - any plans you make should be within your “power”
Respond to employee’s comments on their development needs
CAREER INTEREST
Should be the “bottom line” in terms of what you see the person doing
Set realistic expectations and reiterate what needs to be done to be successful in reaching short and longer term career goals
Never make reference to a