Performance appraisal managers checklist form template

Preparation

1. Collect the information which you will require

• How they have performed against last years objectives?
• How they have managed their resources?
• Problems they have had, and how they have addressed these
• Their strengths and weaknesses
• Their likely training / development needs
• Any changes to their job / objectives through the year?
• Any problems with relationships?
• Evidence of self-development over the year

2. Prepare the Environment

• Choose an appropriate room
• Allocate enough time
• Inform the appraisee well in advance
• Ensure there will be no interruptions

3. Prepare the Appraisee

• Explain the appraisal process in advance
• Allow them time to adequately prepare
• Explain to them how to get the most from the appraisal interview

4. Reflect on the skills you require for effective appraisal interviewing

• Questioning, listening, giving and receiving feedback, problem solving, note taking, being fair

The Appraisal Interview

1. Introduction

• explain the purpose of the interview
• explain the stages of the interview
• recap on the situation at the last (or interim) appraisal
• state the benefits which you hope will be achieved by the appraisal
• encourage the appraisee to use the notes which they may have prepared
• ask the appraisee about their expectations of the appraisal
• agree areas of discussion based on both your agendas

2. The Main Part of the Interview

• Employees gives view of how the year has gone

3. Prompt questions:

• what have you done most effectively or has given you most satisfaction during the year?
• what have you done least effectively or has given you least satisfaction during the year?
• have you come across any obstacles - in the job situation, or in your own knowledge and skills that have prevented you from working as effectively, or with as much satisfaction as you would have wished?
• if so how might these be overcome or avoided?

4. Review each specific objective

• was each action carried out within time and effectively
• was appropriate training and support given - if not, why not
• were there constraints outwith the individuals control e.g. lack of resources, sickness etc.
• did the individual timeously identify potential problems with achieving the objective and actively seek solutions?
• application of a performance rating

5. Agree Objectives for this Year

6. Identify the appraisee’s training and development needs

• how does the appraisee see their future career, and what are their aspirations
• your perception of the future for the appraisee
• areas where specific training is required to assist them to do their job / meet their objectives
• area of professional development required to maintain / enhance professional skills
• areas of development they wish to undertake which may be of more benefit to them than the Company

7. Concluding the Interview - summarise:

• solutions identified to problems
• specific job objectives agreed
• actions to be taken forward by both you and the appraisee
• agreement about reviewing objectives through the year
• actions in relation to training and development activity

8. Record the Appraisal Outcomes