Question of the Month
Q. Do I have to do my bi-annual Employee Narrative?
A. Yes. It is a requirement. But, more importantly, it allows APA members to set the tone and the agenda for their Annual Review. By reviewing and documenting both your accomplishments and hindrances to completing tasks and projects, you remind your supervisor about just how much work has been DONE in the half year (more or less) since you last recorded the progress of your goals. It is often a humbling thing to see in writing! You also let your supervisor know that interruptions and other responsibilities can derail the best intentions you had in scheduling due dates and milestones in the projects you agree to undertake.
This is the first time in an evaluation process where an APA member has the power to direct what information makes it to their official employee record. It also affords all of us a way highlight what we do successfully – and just how much we’re all really doing in our day-to-day work.
It is difficult to remember all that happens in the workplace in half a year – make sure your supervisor knows all that you accomplish by doing your part in the evaluation process!
Q. Should employee and supervisor be required to meet after both Bi-Annual evaluation narratives are submitted by the APA member to the Administrative Area Supervisor (November and April)?
A. The intention of the new evaluation process it to promote communication between employees and supervisors. Ideally, after the first bi-annual report is submitted there would be some kind of acknowledgement of the report. If there is any dispute about the content of the first narrative – a broader follow-up discussion should be conducted. It is required that a meeting be held after both narratives have been completed in April - and prior to the full evaluation package being submitted to HR for the employee record in June