- Discuss the employee’s primary responsibilities and ensure alignment with current job description. If not aligned, consider adjusting duties and responsibilities or updating the job description.
- Discuss how duties and responsibilities relate to overall unit objectives.
- Discuss or review significant accomplishments during the review period and review previous goals.
- Discuss possible ways to improve individual and unit level performance.
- Discuss employee’s strengths/areas for growth related to Universal Competencies: Collaboration and Positive Impact, Service Excellence and Customer Focus, Welcoming and Respectful Environment. Health Care employee universal competencies are expressed in the WECARE Values, and also include the universal competency of Welcoming and Respectful Environment.
- Discuss possible barriers to effective work performance and job satisfaction during the review period.
- Discuss and come to agreement on employee goals for the next review period.
- Discuss long term career goals and development needs to achieve them.
- Discuss employee’s feedback/suggestions for supervisor.
- Discuss any other items the employee or supervisor would like to address.
- Complete performance review form. The employee's review status is considered compliant for the designated performance review period when the supervisor finalizes the review and sends it to the employee for acknowledgement. The review form is not complete until the employee signs it. Employees have 60 days after the performance review deadline (March 31) to sign the review. If the review is not signed by the employee at this time, the review form will be uploaded to the employee's ePersonnel file in Self Service without the employee's signature.