(March 1, 2000) Robert Handwerk has 30 years of experience as a human resources executive in the U.S. and overseas. He has presented research findings to the U.S. Department of State and Dutch-American Chamber of Commerce, on topics such as sexual harassment, and multi-cultural workplace issues. Bob has an M.Ed and is a licensed professional counselor. In this interview, Handwerk shares how to conduct effective performance evaluations.

	Track 1
Since performance reviews are frequently viewed with, "a sincere amount of trepidation," Handwerk answers the question, 'Why do we conduct performance evaluations?"

	Track 2
Handwerk explains the difference between traditional performance evaluations and competency-based reviews.

	Track 3
Handwerk compares several different evaluation methods, including numerical rating systems, manager-only reviews and 360-degree evaluations.

	Track 4
In order to avoid an "evaluation monologue," Handwerk recommends managers include employee self-evaluation in the review process.

	Track 5
Handwerk provides examples of specific competency categories and questions.

	Track 6
Handwerk outlines the preparation that is necessary before conducting employee reviews.

	Track 7
According to Handwerk, performance reviews should be done in conjunction with goal setting for maximum benefit to both the employee and company.

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