Assessing someone in writing.
WHAT IT SHOULD CONTAIN
What they were expected to do What they actually did Specific examples Where they exceeded or fell short What should change
WHY EXAMPLES MATTER MOST
Assessments without them are opinion, and they are disputed.
WHAT TO COLLECT THROUGHOUT THE PERIOD
Notes on specific work.
WHY THROUGHOUT
Recollection at the end favours recent events.
WHAT TO AVOID
Generic praise Criticism raised for the first time Comparisons with colleagues Assessment of personality
WHY FIRST-TIME CRITICISM IS A FAILURE
Of the manager, not the person.
WHAT TO DO ABOUT SHORTCOMINGS
State them plainly, with examples and what is expected instead.
WHAT TO AVOID IN WORDING
Softening so much that the message is missed.
WHAT THE TEST IS
Whether they could summarise the assessment accurately.
WHAT TO INCLUDE ABOUT DEVELOPMENT
Specific things to work on, and support offered.
WHAT TO AVOID
Aspirational language with no action.
WHAT TO DISCUSS BEFORE WRITING
Their own view.
WHY
It frequently changes yours.
WHAT TO DO IF THE ASSESSMENT IS CONSTRAINED BY PROCESS
Say so, honestly.
WHY
Pretending a distributed rating reflects individual merit is transparent.
WHAT TO END WITH
Clear objectives.
