Employee Annual Review Checklist

Conducted by:	[your name]
Conducted on:	March 5, 2052
Employee Name:	[employee name]
Employee Position:	[employee position]

This evaluation checklist serves as a structured tool for assessing and documenting an employee's performance, identifying strengths, and highlighting areas for improvement during a given review period. Please check each item once the task has been accomplished, this will help map the employee's growth and determine areas that require focus.

Preparation:

• Have I reviewed the employee's job description and performance expectations?

• Do I have access to relevant performance data and feedback?

• Have I scheduled a suitable time and location for the appraisal meeting?

Goal Alignment:

• Are the employee's goals aligned with the organization's objectives?

• Have we discussed any changes or updates to the employee's goals since the last appraisal?

Performance Metrics:

• Have I evaluated the employee's performance based on measurable metrics and outcomes?

• Is the performance assessment fair and balanced, considering both strengths and areas for improvement?

Feedback Collection:

• Have I gathered feedback from peers, subordinates, and other relevant stakeholders?

• Is the feedback specific, actionable, and constructive?

Skill Development:

• Have I identified areas where the employee can further develop their skills or knowledge?

• Have we discussed potential training opportunities or resources to support skill enhancement?

Recognition and Appreciation:

• Have I acknowledged the employee's achievements and contributions?

• Have we discussed opportunities for recognition or advancement within the organization?

Performance Improvement Plan (if necessary):

• Is there a need for a formal performance improvement plan?

• Have we outlined clear objectives, timelines, and support mechanisms for improvement?

Employee Input:

• Have I provided the employee with an opportunity to share their perspective on their performance and goals?

• Have we discussed any concerns or challenges the employee may be facing?

Follow-up Actions:

• Have I documented key discussion points and action items from the appraisal meeting?

• Have we established a timeline for follow-up discussions and progress reviews?

Mutual Agreement:

• Have both parties reached a mutual understanding and agreement on the appraisal outcomes and next steps?

• Have we documented any agreements or decisions made during the appraisal process?

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Employee's Signature

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Manager's Signature

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