As a supervisor, documenting observations, giving feedback, and assessing your employees’ performance are essential responsibilities. The annual Performance Appraisal allows you to reflect on your team’s documented progress and offer both praise and constructive feedback before looking ahead to the next review period. INSPD wants to help you be both thorough and efficient when documenting observations, giving feedback, and assessing performance.
Below is a sample SMART goal that uses the SBI (Situation, Behavior, Impact) and ORCA (Objective, Result, Contributions/Challenges, Added value) models to give you an idea of what an effective feedback and assessment can look like.
Priya is a construction project manager who is responsible for:
- reviewing project plans, specifications, and construction methods, and
- providing supervision and administration of field work.
Their performance goal is to:
Review project plans, provide feedback for changes, and determine approval within 20 business days of submission.
The manager can document their performance observations throughout the review period using the SBI model.
- Situation: The team was having difficulty meeting the 20-day timeline because the plans submitted were often missing information and not organized consistently.
- Impact: These templates helped the team lower the overall average time spent reviewing and approving plans by 15%.
- Behavior: Priya recommended creating 4 templates for the most frequently used project types to reduce turnaround time and led a workgroup to create them.
The manager can complete the Performance Appraisal using the ORCA model.
- Objective and Result: Priya exceeded the expectation by completing the review and approval process within 18.9 business on average.
- Added Value (or impact): Due to Priya consistently meeting deadlines and taking initiative with the templates, the team was able to lower their overall average time spent on plans by 15%. Our team’s average turnaround time reduced from 22.4 to 18.9 business days for the review period.
- Contributions and/or Challenges: Priya starts the review within 2 business days of receipt, provides detailed feedback for stakeholders to clarify or provide more information, and consistently meets deadlines. In addition, Priya recommended, created, and led a workgroup to create 4 templates for submitting plans and reduce the team’s turnaround time.
During the appraisal discussion, the manager can give effective feedback to identify strength(s) and reinforce good performance (refer back to the Impact identified above).
- Next step(s): I appreciate your initiative and drive to meet deadlines. Please continue looking for ways to improve our team’s efficiency. This will help our team keep achieving our goals and open the door to more development opportunities.
You can find more information to help you be successful in the Performance Assessment Guidance for Employees and Managers resource.