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 the
process.
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 re,prioriti'ing or re,assigning some tasks without sacrificing
performance in other areas$
#oes the 0upport Plan accommodate all the requirements needed for the employee to
meet the objectives you have set$
2005-2010, Velsoft Training Materials Inc
1
Human Resources Training HR for the Non-HR Manager |
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 any
01RPR+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 0elf,ssessment 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$
2005-2010, Velsoft Training Materials Inc
2
Human Resources Training HR for the Non-HR Manager |
#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$
2005-2010, Velsoft Training Materials Inc
!