Performance Appraisal Checklist

1. Planning for Performance Management

To improve the traditional employee appraisal process, there are many investments. In fact that the managers can think that the new process wastes too much time. When the development goals are established, time to administer system will be reduce. It will have the best result if the employee participate and cooperate in each step.

2. Implementing performance system

– Define the purpose and duties as well as responsibilities of each job.

– Define the performance goals with tools to measure effectiveness.

– Define the priority, responsibility and goals of each work.

– Identify the performance standards for key parts of the jobs.

– Arrange the temporal discussion and give the feedback about the employee’s performance. It is better to make it daily. Then you should summarize and discuss at least one time per quarter. It is suggested that you should give positive and constructive feedback.

– Keep a record of performance through critical incident reports. You also should take notes quarterly and separately about the contributions or problems of each employee.

– Provide the opportunities for larger feedback. You can use a universal feedback system on performance. It includes the feedback from other staffs, customers and anyone who can give evaluation.

– Develop and manage a training or improvement plan if the employees cannot meet the


3. The preparation of performance review

– Focus on the most important performance areas.

– Prepare a development plan including training and special projects.

– Identify the key areas to set goals for next appraisal period.

– Inform the advance notice to employees for their preparation on the discussion.

– Check mutually the understanding and expectations on job responsibilities and standards.

– Check the performance measurements which influence mutual understandings and expectations.

– Take notes and keep records instead of basing on your memory.

– Avoid paying attention to some aspects of the jobs based on the expense of others.

– Review the backgrounds of employees including their skills, working experience and training.

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