Q & A – Do I have to document everything? Do I have to tell the employee everything I document? What is required?

Q: Do I have to document everything? Do I have to tell the employee everything I document? What is required?

A: Supervisors should document enough information about employee performance (positive and not positive) to:

• Remember the most important facts in order to discuss with the employee as well as write the formal appraisal.

• Be able to track the trend of performance over the review period.
• Provide enough information so that a third party (EEOC, judge, jury) would have a clear picture of the issues.
Employers should weigh the impact each incident has on other employees, the department, and the organization when deciding whether to document incidents and speak with an employee about them.  A supervisor should not be perceived as “nit-picking.”  On the other hand, supervisors should talk with employees about performance that does have an impact, both positively and negatively.  The goal is to reinforce good performance/behaviors and correct not-so-good performance/behaviors.