performance management checklist

8/11/2019 Performance Management Checklist

1/3

Human Resources Training HR for the Non-HR Manager |

Performance Management Checklist

The following checklist was prepared as a quick reference tool for the performance

management process. Keep this checklist as a reminder to yourself on the details of theprocess.

Please keep the three fundamentals in mind at all times. Review the checklist through each

phase of the process, as you plan, use the checklists for objectives and results, support plan

and meeting with your employees. Throughout the year as you talk to and coach your

employees refer to the ongoing support and feedback checklist. nd finally, as you prepare

for the review phase, use the Performance Review !hecklist to make sure you are properly

completing the performance management process for the period.

The Fundamentals of the Process

". #o your employees understand what you expect of them$

%. #o your employees know how well they are performing$

&. #o your employees have what they need to improve their performance$

Objectives and Results Checklist

re your organi'ation(s objectives)goals reflected in the objectives and results e*pected

of the employee$

+s it clear what is e*pected of the employee$ are objectives specific, accurate and

results oriented$

+s it clear how performance will be judged through the results$

re these e*pectations realistic$ chievable$ Timely$

-ave you planned for / 01RPR+020 by the end of the process$

Support Plan Checklist

re there any obstacles to the employee meeting your e*pectations of objectives and

results$

!an these obstacles be overcome with specific training, equipment, increased feedback

from the supervisor or other means$

+s there any other obstacle in the way of achieving the goals$

+f so, can it be overcome by reprioriti'ing or reassigning some tasks without sacrificing

performance in other areas$

#oes the 0upport Plan accommodate all the requirements needed for the employee tomeet the objectives you have set$

2005-2010, Velsoft Training Materials Inc

1


2/3


Meeting with our !mplo"ees Checklist

3ill the employee understand how performance will be judged$ -as the employee raised any objections to the proposed objectives and corresponding

results e*pected$

+f so, have these been resolved$

-ave you e*plained what performance management means to your employee$ and

outlined the three phases of the process$

#oes the employee understand the benefits of the process$

#oes the employee understand the importance of his or her job to the goals of the

team)unit)dept.$

#oes the employee understand your e*pectations in terms of both objectives and results

e*pected$

#oes the employee feel she)he has all the resources required to achieve these results$ +s

the 0upport Plan complete$

#o your employees understand that they can return to you at any time to discuss your

performance e*pectations particularly if they are encountering problems. -ave you

answered all the employee(s questions$

-ave you heard your employees and taken their concerns and comments to heart$

Ongoing Support and Feedback Checklist

+f you were to perform a review today, on any of your employees, would there be any01RPR+020 for them$

-ave you set a goal for yourself to informally, but regularly 4touch base4 with each of

your employees to ask how things are going, ask whether there are any problems,

discuss any difficulties in the achievement of their performance$ #o you correct

performance problems immediately$

#o you congratulate successes immediately$ 5nd remember that success is relative

getting a supply requisition in on time can be a major success for a chronic

procrastinator67

-ave you reviewed the employee(s work plans and objectives at least once during the

period$ -ave you updated or modified those work plans and objectives that require revision$

-ave you done so with the employee(s input and agreement$

Performance #nterview Checklist

#id you give the employee a copy of the 0elfssessment Package one week before the

meeting$

-ave you set an appointment at a convenient time for the employee$ -ave you allowed

sufficient time for your interview$ -ave you made sure there will be no interruptions$


2


3/3


#id you brief the employee before the interview so the employee knows to come prepared

to discuss past performance and future performance$

-as the employee been able to complete those sections for which he or she is

responsible$

Performance Review Checklist

3ill there be any 01RPR+020 for the employee$

-ave you provided factual information where appropriate on the form$

re your comments specific and accurate, making reference to original goals established

under objectives and results$

!an you support the judgements you make and record on the form with specific e*amples

of the employee(s performance during the period$

+n cases where the employee(s performance met the objectives set, have you

acknowledged the employee for a job well done$ -ave you both signed the report$


!

performance management checklist

Documents