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What do I do when I need to document needed improvements on a performance review, but 1) have not yet reached the negative feedback time in the Trinity Rollout and 2) am still within my first 90 days leading a team that I am assessing?  

I started a new position on June 1 and have to deliver annual reviews between August 30 (Day 90) and September 15 (Day 105).  

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The advice for negative feedback within the Trinity Rollout is to start at about week 20.  In my case that is well after I am to have completed the annual reviews.  

Also, I don't yet have a "strong enough" feel for the performance of my new directs.  I started my current position on June 1 and annual reviews are due August 30 (meaning I am supposed to start delivering my annual reviews August 30 and be done by Sept 15).  That is about the time frame I expect of myself to have formed a thorough evaluation of my directs and how they manage their directs.  Any issues, however, are far from the coaching stage. 

I don't want the annual review to be the first time I have talked about a needed improvement with my new directs.  I would also like to give them a chance to improve before I go on record giving someone a ranking of 1 or a 2 in any particular area (we have a 3 point scale on 10 factors; 1 being bad and 3 being good).  

Help or Advice???

tlhausmann's picture

There's a cast for that! (c)

https://www.manager-tools.com/2006/11/performance-reviews-with-little-ti...

One of the steps recommended by Mark and Mike is to allow *more* time to recieve input from your directs. I encourage listening to the cast. I have (personally) had to deliver annual reviews with less than three months of taking a position.