Appraise your staff effectively

This post came out from The Straits Times (9 Jan 2012)
Title - Appraise your staff effectively

Some pointers that I've got are:
1. Managers' role
2. Employees' role
3. Prepare the setting

On Managers' role - to review the following

• the employee's job description
• the performance goals that the manager and employee have agreed upon at the beginning of the review period
• the ongoing documentation of the employee's performance
• any documentation of coaching and feedback efforts
• notes from the last performance review

On Employees' role - 

• You can ask the employee to submit his self assessment several weeks before the performance review meeting.
• Reviewing the employee's self assessment before the meeting allows you to use it as a resource in your assessment if you choose to. It also encourages open discussions since it gives employees the opportunity to express their thoughts, concerns and questions about their performance

On Prepare the setting

• To show that performance matters, the performance review meeting needs to be scheduled in advance. It is useful to give at least two weeks' advance notice to the employee to allow him to prepare for it.
• It is also useful to block out sufficient time for the meeting and arrange to meet in a private location without interruptions, to indicate to the employee that the performance review meeting is important. 

Yours,
Something Small Thinking Big