When it comes time to create a performance appraisal, a well written performance log will act as a guide and reference and provide much of the material needed.

Here are a few comments about performance logs.

Who?

– the direct supervisor should keep a performance log for each of his or her direct reports

What?

– a performance log is an ongoing record of work related performance and includes both positive and negative observations

-the performance log can include links to other documents such as sales reports

Why?

–a performance log helps a supervisor accurately remember all incidents related to an employee’s performance

-a performance log provides the background material needed to complete the performance appraisal

-a performance log acts as a reminder to provide an employee with feedback

-a performance log provides supporting documentation for the appraisal if needed for legal purposes

When?

- comments should be recorded regularly

- it is best to document an event as soon as possible after it happens

-if at the end of the week, nothing has been recorded for a particular employee, a review of his or her goals may help uncover noteworthy performance issues have been missed in the log

Where?

- although experts describe the performance log as something that is kept as a part of the supervisor’s files, it can always be used for legal purposes and therefore should be written accordingly

How?

– experts recommend that managers find their own method of recording information whether it involves using paper, an electronic performance management system, e-mail or another method

-attorney Amy DelPo cautions that “if a judge or jury reviews your performance log during a lawsuit and there is no entry for a date the employee worked, they will assume that the employee performed at an acceptable level for that day.” Further guidelines for the completion of performance logs can be found in DelPo’s book on p.p. 4/6, 4/7.

Just like the performance appraisal, a performance log should be job related, objective and accurate. Thus, language should be chosen with this in mind.

References:

DelPo, Amy. The Performance Appraisal Handbook. US: Nolo, 2005.

DelPo, Amy and Lisa Guerin. Dealing with Problem Employees: A Legal Guide 4th Edition. Nolo, October 2007.

Grote, Dick. The Performance Appraisal Question and Answer Book. NY: American Management Association