"Why"

• Promotes supervisor/subordinate communication
• Enhances job clarity
• Identifies training needs
• Informs supervisor
• Allows employee to conceptualize/see the "bigger"picture
• Ties-in with the Strategic Plan
• Informs the boss's boss
• Formalizes duties and functions
• Sets upcoming goals and priorities
• Supports and is in sync with later merit pay recommendation

"How" 

• There should be no surprises
• Dedicate an UNINTERRUPTED HOUR for the meeting
• Consolidate the input of others in advance, if appropriate
• Make it "one on one"
• Evaluate behavior not attitude
• Communication and goal setting exercise not a disciplinary exercise
• Do not specifically compare to others
• Self-Appraisal is mandatory
• Give advance notice of the process, verbally if possible
• Keep notes throughout the year
• Give examples wherever possible
• Be specific about training and commitment to it
• There is room for disagreement
• Be equitable in your conduct
• Do not promise merit pay
• Take the high road, stay focused
• Refer to a job posting, description or previous evaluation before starting
• Ask employee what YOU DO that interferes
• Ask how YOU can be more helpful to the employee
• BE prepared!!