Performance appraisal checklist - Microsoft



5162550-69914500Performance appraisal checklistBefore the appraisal: FORMCHECKBOX Ensure the line manager is comfortable with assessing job-related performance and understands the process to be followed. FORMCHECKBOX Arrange a mutually convenient date, time and location for the appraisal interview. FORMCHECKBOX Provide the employee with the questionnaire to fill out in advance of the appraisal. FORMCHECKBOX Collect and review appraisal documentation including (where applicable):Job descriptionPrevious performance review forms Employee appraisal formPerformance review notes (informal and formal) FORMCHECKBOX Gather any additional documentation or evidence required to appraise the employee’s performance, such as feedback from colleagues or records of work completed. FORMCHECKBOX Ensure you have a clear understanding of the job role, responsibilities and work undertaken by the employee. FORMCHECKBOX Make notes of areas to discuss within the appraisal. This ensures no important matters are forgotten and provides structure. FORMCHECKBOX Prepare a copy of the performance appraisal form to provide structure for matters to be discussed at the appraisal. When conducting the appraisal: FORMCHECKBOX Ensure the appraisal can take place without any disruption or distractions. FORMCHECKBOX Ensure that notes of discussions are accurately recorded, whether on the performance appraisal form or in a separate document. FORMCHECKBOX Approach the performance appraisal in a positive, constructive and sensitive manner. FORMCHECKBOX Be an engaged listener and ensure your body language is welcoming and positive. FORMCHECKBOX Focus on asking open-ended questions to encourage the employee to be open and honest in their answers. FORMCHECKBOX Avoid making promises that cannot be kept. For any matters which cannot be confirmed during the appraisal, ensure you take further action and feedback to the employee at a later date. FORMCHECKBOX Begin the appraisal by putting the employee at ease and state the purpose of the process. Remind the employee that this is a two-way conversation about their past, and future, performance within the organisation. FORMCHECKBOX Discuss the job situation and aspirations of the employee within the business. FORMCHECKBOX Give praise for effective work and positive feedback on achievements and results, linking this to specific projects or tasks completed. FORMCHECKBOX Where no major performance issues are noted, limit criticism to constructive feedback on two or three points, linking this to specific projects or tasks completed. FORMCHECKBOX Invite and encourage the employee to engage in the appraisal, including by providing self-criticism, comments and questions. FORMCHECKBOX Invite the employee to feedback any deemed obstacles to improvement or make suggestions on deemed obstacles. Discuss how these obstacles can be positively tackled, including whether additional organisational support can achieve this. FORMCHECKBOX Discuss objectives for the previous performance period. Discuss and confirm whether objectives have been met. If not, discuss any next steps such as the commencement of a formal management process or the extension of deadlines. FORMCHECKBOX Discuss and agree future performance objectives and the performance period. Agree periodic review dates to ensure these objectives are on-track. FORMCHECKBOX Complete the performance appraisal form, outlining the confirmed future objectives. Ensure this is signed and dated by the manager carrying out the appraisal. FORMCHECKBOX Provide the completed appraisal documents to the employee, allowing them to note any comments and sign the documents to confirm their agreement. FORMCHECKBOX Ensure periodic performance reviews are scheduled in advance. This supports the performance management process and underlines the importance of good performance to the employee. Identifying performance objectives: The success of a performance appraisal scheme is heavily influenced by the performance objectives that are agreed between the employee and their line manager, hence: FORMCHECKBOX Ensure the objectives are discussed in full with the employee at the appraisal meeting. FORMCHECKBOX Are the objectives realistic? FORMCHECKBOX Are the objectives measurable? FORMCHECKBOX Do the objectives relate to the employee’s job role and the organisation’s future business objectives? FORMCHECKBOX Do the objectives require the employee to go further than their normal day-to-day responsibilities? FORMCHECKBOX Have the objectives been clearly explained? FORMCHECKBOX Has the method of achieving the objectives been discussed and explained, where appropriate? FORMCHECKBOX Does the employee understand how the objectives will be measured? FORMCHECKBOX Will the employee require additional training to achieve the objectives? If so, ensure this is arranged without delay. FORMCHECKBOX Will the employee require additional support to achieve the objectives? If so, ensure this is arranged without delay. FORMCHECKBOX Does the employee understand the consequences of failing to meet the objectives? FORMCHECKBOX Ensure the objectives are agreed by the employee before confirming these apply. ................
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