Conducting the Interim Review

General Information:

 Plan to conduct Interim Reviews at the middle of the work cycle, usually during December or January. During the review, provide feedback on the employee's performance so far in the work cycle. While it is not necessary to document specific ratings at this time, document and discuss performance to date, allowing the two of you to discuss how the employee is doing in meeting expectations.

You must also use this Interim Review process as a "Special Review" any time an employee's performance in a Results or Behavioral Expectation falls below the "Good" level. In this case, you would develop an "Improvement Plan" with the employee. (See the following Improvement Plan section for more information.)

  Remember to use the "Key Principles" and "Critical Steps" to communicate effectively with employees as you discuss the Improvement Plan. Go to Effective Communication for a summary.

Conducting the Interim Review Meeting:

Follow the steps below to conduct a successful Interim Review.

Schedule a meeting with the employee. Encourage the employee to bring his or her documentation of how well the expectations are being met to the meeting, also.

Review the employee's performance data collected to date for each Results or Behavioral Expectation listed on the workplan for both the KRRs and the Dimensions.

Review the data carefully to determine if performance for any of the employee's Results or Behavioral Expectations within each KRR or Dimension is below the "Good" level of performance.

If performance is at the "Below Good" or "Unsatisfactory" level for any Expectation, review the data with your manager and your HR manager or Employee Relations Specialist to determine if disciplinary action is also needed. In this case, you would also develop an "Improvement Plan" with the employee. (See the following Improvement Plan section for more information.)