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This document is a quick checklist for an appraiser and what they need to do in practice to make a Performance Development Review a success.
How long to understand and implement this form?
5 mins
How many words in this form?
504
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What is a Performance appraisal managers checklist form?
The purpose of this Performance appraisal managers checklist form is to provide you with a flexible and customisable document to serve as a robust and effective starting point for you.
By using our Performance appraisal managers checklist form, you can streamline your process, maintain consistency and accuracy, and save time, and it can be easily adapted to fit your specific scenario.
In which jurisdictions can this form be used?
Great Britain & NI (United Kingdom), Worldwide
Performance appraisal managers checklist
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
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