The start of a new year is not only a time for setting goals for next year, it is also time for annual performance reviews. In doing these reviews, supervisors must avoid the impulse to be Minnesota Nice and, instead, accurately document issues with employees’ performance. Sugar-coating concerns, or leaving them out of performance reviews entirely, could leave the employer in a difficult spot if the employee later challenges a disciplinary action or other employment action. Read more about a recent case illustrating the need for accurate performance reviews and tips for avoiding this common pitfall at: The Downside of Minnesota Nice in Performance Reviews.
The Importance of Accurate Performance Reviews
Ratwik Roszak Maloney
Recent Posts & Upcoming Events
- 2023 Special Education Law & Leadership Conference April 21, 2023
- MSBA’s Negotiations Seminars February 17, 2023
- RRM Wins Dismissal of Elections Technology Lawsuit January 23, 2023
- 2022 Annual School Law Seminar December 2, 2022
- Section 504: Practical Advice for Educators November 10, 2022
- Minnesota Association of School Personnel Administrators – HR Issues in 2022-23 – Ruttgers Resort, Deerwood, MN October 14, 2022
- Section 504 – The Basics and Beyond October 5, 2022
- Title IX Training North Dakota Council of School Leaders – Bismarck ND September 29, 2022
- North Dakota Special Education Directors Study Council September 14, 2022
- Staying out of Due Process Jail – James River Special Education Cooperative – Jamestown, ND September 13, 2022