Manager Checklist for Performance Appraisal
Performance Appraisal
Name |
Date |
Company |
---|---|---|
[Your Name] |
July 05, 2055 |
[Your Company Name] |
Conducting a performance appraisal requires meticulous planning and effective communication to ensure a fair and constructive evaluation.
Goal Review:
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Begin the appraisal by revisiting the goals set for the performance period.
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Assess the extent to which the employee met, exceeded, or fell short of these objectives.
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Encourage a two-way discussion to understand the employee's perspective on goal attainment.
Objective Data Gathering:
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Collect objective data to support the evaluation, including performance metrics, project outcomes, and achievements.
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Review attendance records, quality of work, and any other quantifiable measures relevant to the role.
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Consider feedback from peers, subordinates, and other stakeholders.
Strengths Recognition:
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Acknowledge and highlight the employee's strengths and positive contributions.
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Provide specific examples of commendable performance, emphasizing the impact on team or organizational success.
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Foster a positive atmosphere by recognizing achievements and reinforcing valued behaviors.
Areas for Improvement:
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Identify specific areas where improvement is needed, focusing on performance-related issues rather than personal traits.
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Offer constructive feedback with actionable suggestions for enhancement.
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Discuss potential training or development opportunities to support improvement efforts.
Developmental Goals:
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Collaborate with the employee to establish meaningful and achievable developmental goals.
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Align developmental goals with the employee's career aspirations and organizational needs.
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Discuss the resources and support available for achieving these goals.
Competency Assessment:
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Evaluate the employee's competencies based on the required skills for the role.
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Identify areas where competencies are demonstrated effectively and those that may require further development.
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Discuss strategies for enhancing competencies and skills.
Feedback Delivery:
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Deliver feedback in a constructive and professional manner, maintaining a focus on performance rather than personality.
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Use clear and specific language to convey both positive feedback and areas for improvement.
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Encourage open dialogue, allowing the employee to share their perspectives and insights.
Recognition of Extra Efforts:
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Acknowledge and appreciate any extra efforts or contributions that go beyond the standard expectations.
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Connect extra efforts to the overall success of the team or organization.
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Reinforce a culture of appreciation for dedication and initiative.
Goal Setting for the Future:
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Collaboratively set performance goals for the upcoming period, ensuring they are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound).
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Align future goals with the organization's objectives and the employee's career development plan.
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Establish a plan for regular check-ins to monitor progress and provide ongoing feedback.
Developmental Support:
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Discuss the support available for the employee's professional development.
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Identify relevant training programs, mentorship opportunities, or resources that can aid in skill enhancement.
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Reinforce the organization's commitment to employee growth and career progression.
Performance Improvement Plan (if necessary):
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If significant performance issues exist, collaboratively develop a Performance Improvement Plan (PIP).
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Clearly outline expectations, timelines, and milestones for improvement.
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Offer support and resources to help the employee meet the outlined objectives.
Documentation and Record-Keeping:
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Maintain thorough documentation of the performance appraisal discussion.
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Record key points, agreements, and action items.
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Ensure all documentation complies with data protection and privacy regulations.