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does not relieve supervisors of the responsibility of constant observation, recording, and feedback of the personnel they manage. Recommendation No. 51: Every employee deserves to be regularly appraised of expectations and his/her job performance. Discussion: Without regular appraisals, employees do not know what is expected of them. If they do not know they are not meeting department expectations, they may not know how to correct their performance. A formal evaluation should be presented to each employee annually. There should also be periodic feedback sessions throughout the performance period. If changes to performance are needed, the employee has the opportunity to improve prior to the end of the rating period. Recommendation No. 52: When employees are presented with his/her evaluation, the supervisor must go over all aspects of performance. Discussion: The annual evaluation should not be the first time the employee hears about problems with his/her performance. As stated above, performance evaluation is an on-going process. If a performance problem exists, the end-of-rating period review should be a culmination of several documented feedback sessions. For each area requiring improvement, the supervisor and the employee should develop an action plan to bolster performance if one has not developed earlier during the rating period. A mid- point meeting should be held six months later when the supervisor and the employee discuss progress, and any other areas in which performance is not at acceptable levels. During the meeting, the supervisor can reaffirm problem areas and allow the employee every opportunity to take corrective action before the final evaluation is prepared. 73