Summary: Professional Staff Performance Evaluation Conversational Approach
Employee Name(Last (First (M.I.) Position Title
Performance Period Discussion Date Name and Title of Supervisor
One approach to performance management is for the professional staff member and his/her manager to meet periodically
to discuss priorities, accomplishments, needs, and future plans.
It is a good idea to schedule the three to four appointment dates and times for the coming year at the beginning of the
performance period and to confirm the discussions and topics shortly before they are scheduled. (The issue addressed
each time could vary somewhat.)
Both the professional staff member and the manager come to the conversation prepared to discuss issues. Examples of
items to be addressed include, but are not limited to the following:
1. a. Confirmation of current goals / objectives / projects.
b. Progress toward the goals / objectives / projects.
2. a. Confirmation of key job responsibilities, skills, and abilities needed.
b. Performance toward the goals / objectives / projects.
3. a. Identification of major work groups in which the employee participates.
b. Performance as a team member in these groups (what's going well, what could be improved).
4. a. Identification of internal / external customers and their key requirements.
b. Quality of services provided (what's going well, how it could be improved).
5. Other achievements / strengths.