Performance Appraisals (Evaluations)

A volunteer is often evaluated after he or she has been with the program six months, and then yearly thereafter. If problems arise between the scheduled appraisals, a nonscheduled appraisal can be arranged.

The purpose of the appraisal is to give feedback and offer input to help the volunteer improve on the job. It is not a punitive process. Don't use "performance appraisal" as jargon for criticism by the supervisor. The appraisal process should be a positive and helpful experience for the volunteer. Allow the volunteer to participate by offering an opportunity for self-evaluation. Ask what areas they would like to improve, or special topics they could learn more about. Include the volunteer's goals, along with the supervisor's goals, in the performance appraisal.

Performance appraisals can also serve a variety of other functions. They can be excellent opportunities to solicit feedback on supervision. They can be:

• A natural time for volunteers to review whether or not they wish to remain with the program;
• An opportunity for the supervisor to encourage alternative or additional program functions; and
• A time for soliciting general suggestions about the program.

To develop a volunteer performance evaluation form, begin with the position description and rate the volunteer's performance in each area. Then proceed to the volunteer's individual goals, and determine jointly with the volunteer whether those goals were met completely, in part, or not at all. If the volunteer falls short of the goals, explain why. Next, review the volunteer's self-appraisal, and discuss any areas of concern. Finally, the performance appraisal should include a plan of action to address any training needed or desired during the next year. A sample volunteer performance appraisal is included in the Appendix.