Most employers are aware of the need for policies and procedures when it comes to pre employment applications. However, what does an employer do once the decision is made and an employee is hired? Many employers, especially those who run a small business tend to do nothing. They allow the employee to work and perhaps give period raises but there is no formal procedure in place. This is not advisable when it comes to human resources best practices. Having an employee assessment at regular intervals is a much better way of conducting business and it can protect you in case there is ever a dispute with an employee.

The standard employee assessment is done at least twice during the first year of employment. Generally an employee assessment is conducted after ninety days. This is typically when an employee also becomes eligible for additional benefits such as medical and dental insurance and a 401K plan. After ninety days the employee should have a good grasp of the job responsibilities by then and will have settled in to the daily grind of work. This is a good time to have an employee assessment and discuss the strengths and weaknesses as the supervisor sees it. It is also a great time to encourage the employee, talk about possible advancement opportunities and set goals for the remainder of the year.

After the first ninety days, it is customary to have an employee assessment on the anniversary of the date of hire. This employee assessment is generally a more formal procedure and is often done with the cooperation of several people. An employee assessment is typically done by the supervisor of the employee. The employee should also fill out a self employee assessment so that it can be compared to ensure the goals and accomplishments throughout the year have been recognized by both parties. Sometimes colleagues are also asked to do an assessment of the employee to gauge how well they work with others and how well respected they are with their peers.

Discussing all aspects of the employee assessment is meant to enhance the career development of the employee. It is meant to encourage progress where there is progress shown and acknowledge the accomplishments of the employee throughout the first year. It is also meant to discuss areas that can be improved upon. Goals for the upcoming year can be discussed and agreed upon and the employee assessment should leave both employee and supervisor feeling positive about the future. This is also traditionally the time to give a merit raise salary increase if one is deserved.

If, however, the employee is deficient in a number of areas, the employee assessment can be rather stressful. If done in a positive light, the areas in need of improvement can be discussed and a plan of action laid out to rectify the goals. Ideally it is designed to make the employee a better asset to the company. But, it not only serves as a wake up call to the employee but it also protects the employer.

If an employee needs to be terminated, there is always a risk of a potential lawsuit. Even in states where there is a no fault clause and an employee can be terminated without notice for no reason, there is still a risk of suit for wrongful behavior such as discrimination. However, with a properly documented employee assessment, the employer can prove the deficiencies were noted and addressed with the employee. The number of times disciplinary action was taken prior to termination can also be proven. This can be highly beneficial to an employer.

After the first year an employee assessment should be conducted at least once per year on the anniversary of hire. However, it can be done more frequently if it is so desired. Often an employee assessment will be mandatory once per year but can be accomplished more often in special cases. These typically involve extraordinary performance levels meriting a raise or promotion or special recognition on the part of the employee. An employee assessment can be done more often, though, in the case of extraordinarily poor performance. If disciplinary action is needed, an employee assessment can be done with the sole purpose of documenting the problems in case the employee needs to be fired.