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An employee evaluation is the assessment and review of a worker’s job performance. Most companies have an employee evaluation system wherein employees are evaluated on a regular basis (often once a year).

Performance evaluations, which provide employers with an opportunity to assess their employees’ contributions to the organization, are essential to developing a powerful work team. Yet in some practices, physicians and practice managers put performance evaluations on the back burner, often because of the time involved and the difficulties of critiquing employees with whom they work closely.

A performance evaluation system that includes a standard evaluation form, standard performance measures, guidelines for delivering feedback, and disciplinary procedures, performance evaluations can enforce the acceptable boundaries of performance, promote staff recognition and effective communication and motivate individuals to do their best for themselves and the practice.

To create a performance evaluation system in your organization, follow these five steps:

  • Develop an evaluation form.

  • Identify performance measures.

  • Set guidelines for feedback.

  • Create disciplinary and termination procedures.

  • Set an evaluation schedule.

1. Develop an evaluation form. Performance evaluations should be conducted fairly, consistently, and objectively to protect your employees’ interests and to protect your practice from legal liability. One way to ensure consistency is to use a standard evaluation form for each evaluation.

2. Identify performance measures. Standard performance measures, which allow you to evaluate an employee’s job performance objectively, can cut down on the amount of time and stress involved in filling out the evaluation form. Although developing these measures can be one of the more time-consuming parts of creating a performance evaluation system, it’s also one of the most powerful.

3. Set guidelines for feedback. Feedback is what performance evaluations are all about. So before you implement your performance evaluation system, make sure that everyone who will be conducting evaluations knows what kind of feedback to give, how to give it, and how to get it from the employee in return.

4. Create disciplinary and termination procedures. In some cases, even after a thorough performance evaluation and a discussion of expected improvements, an employee will continue to perform poorly. You need to be prepared to handle such a situation by having well-defined, written disciplinary and termination procedures in place. These procedures should outline the actions that will be taken when performance deteriorates – a verbal warning, a written warning if there is no improvement or a recurrence, and termination if the situation is not ultimately resolved.

5. Set an evaluation schedule. Once you’ve built your performance evaluation system – the evaluation form, the performance measures, the feedback guidelines, and the disciplinary procedures – you just need to decide when to conduct the performance evaluations. Some practices do all employee evaluations at the same time of year, while others conduct them within 30 days of each employee’s anniversary of employment (the latter may work better since it spreads the work of the evaluations out for employer and employee).

A performance evaluation system should be a key component of your practice structure. When implemented effectively, it ensures fairness and accountability, promotes growth and development, and encourages a sense of pride in your employees’ contributions to the practice.

At STRUGZ, we don’t just deal with public relations and legal business management. We also recruit the right people who carry supreme importance for the continuation of the success of your organization. This is why we have the best recruitment team that will further convince you to establish a recruitment and selection policy for your organization.

Contact us today:|

Phone No: +2348058424788| +2348142477508

Office address: Office33- No. 12D Wole Ariyo Street, Off Admiralty way, Lekki Phase 1, Lagos, Nigeria.


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