Cleaver International stresses performance evaluation and feedback as an opportunity for creating a dynamic work environment that challenges employees to grow. It gives management an easy to use tool to consistently monitor performance (cause) and improve productivity (effects), the backbone of healthy, profitable companies.

MEASUREMENT AND FEEDBACK DRIVE PERFORMANCE

The quality and frequency of the feedback process between a manager and a subordinate is the crucial link to employee growth and productivity. Performance Assessment 20/20 (PA 20/20) is an on-line assessment of the work activity of subordinates. It uses our 50+ years of results from measuring job performance and sets up data formats for evaluating the key variables crucial to job performance. PA 20/20's flexibility of design allows for tailoring the assessment items to individual jobs and companies, thus increasing the assessment's relevance as a measuring tool for driving results.

HISTORY OF PERFORMANCE ASSESSMENT PRIOR TO
PERFORMANCE ASSESSMENT 20 / 20

Historically, the performance evaluation process has been linked strongly to compensation, incentives and rewards. Performance evaluations typically happen only once a year and the focus tends to be recent successes or failures rather than a whole year's worth of performance. Usually judgments on whether or not a person receives additional compensation has been the myopic focus of performance evaluation rather than the total view of the individual's characteristics, skills, activity, motivation, deficiencies, effectiveness and needs for development.

The key to an effective, vibrant organization, division or department is quick response to constantly changing conditions. Regular measurement and feedback as a natural part of the work environment accomplish that. Several assessments of performance during the year keep the focus on accomplishment. Feedback provides the information the employee needs to constantly adjust performance to the organization's goals. The purpose of measurement and feedback is development and productivity. To ensure successful management, expectations for performance should be stated clearly and up-front, performance should be monitored consistently against expectation, and the correct action must be taken to properly align performance with expectations.

Performance Assessment 20/20 features include:

• Establishing clear performance criteria.
• Tailoring items to your company.
• Creating a vehicle for feedback and dialogue.
• Identifying differences of view.
• Reaching agreement on how to proceed.
• Developing talent for increased results.
• Making performance assessment an easy to use manager's tool.

• Establishing Employee Performance Benchmarks (local and global)
• Holding Employees Accountable
• Creating an Evaluations and Performance Database
• Generating Personal Development Plans and Strategies
• Accepting assessment as a normal, developmental event