One of the most satisfying things in life is to have clarity on your job and know that you’re doing it well. Conversely, if you’re uncertain about what you’re supposed to be doing and unsure about whether you’re doing it well, it’s a sure path to a miserable job.
That’s why, at Redemption Gateway, we have clear job descriptions for every staff member and we do annual performance reviews every October.
Here’s our process for performance reviews:
1. Standard 360-Degree Staff Assessment.
Each Staff Member experiences an identical 360-degree evaluation based on the “10 Commandments of Staff Engagement” we use. This evaluation is completed by 4 different people: (1) Staff Member, (2) Supervisor, (3) a Peer, and (4) a Direct Report (or volunteer). The Staff Member’s supervisor is the only person who receives the results of the evaluation.
2. Job-specific evaluation.
The Staff Member and Supervisor each fill out a job-specific evaluation (click here for a Word Template), customized based on each staff member’s job description.
3. 1:1 Meeting.
The Supervisor and Staff Member meet to discuss the results and answers from #1 and #2. While this meeting may be corrective in certain areas, it is often affirming and encouraging. It also provides a forum to talk intentionally about future goals, plans, dreams, career directions, salary, and other important topics.
It is crucial to note that this system does not–and cannot–replace the need for constant evaluation and feedback. We are evaluating things all the time. When issues need to be addressed, we don’t wait until the annual review to discuss them.
Nonetheless, having an annual review process makes sure that we’re intentional about doing a thorough assessment of many important areas of our staff’s roles, responsibilities, and performance.
Finally, there is one staff member whose review is slightly different: me. As the Lead Pastor, I report to our elder team. I’m the only person who answers to a “they.” In my case, I am reviewed by our non-staff elders and our Associate Pastor (who I work closest with). This allows the review to happen chiefly by people who are not my direct reports (non-staff elders) but with some insight from the staff person who sees my work the closest (Associate Pastor).
It likely isn’t a perfect system, but it’s working well for us.
How are performance reviews handled where you work?