Performance Appraisal Checklist: Raise Not Just Appraise Performance



Learn Management Articles on management-info.biz. Performance Appraisal Checklist: Raise Not Just Appraise Performance article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.

It’s that time again! Perhaps the most dreaded management practice is the annual performance review. Whenever the subject comes up, out comes the groans from both managers and staff no matter what industry or type of company. Many say appraisals are like having a root canal – only more painful. It shouldn’t be.

The following checklist is designed to guide managers and supervisors in preparing, conducting and following through on employee performance appraisal discussions.

The Preparation:

  • Give employee advance notice so that he /she can prepare for the discussion.
  • Review mutually understood expectations with respect to job duties and standards.
  • Observe job performance measured against these mutually understood expectations.
  • Take notes and keep records so you don’t rely on memory.
  • Avoid paying attention to some aspects of the job at the expense of other.
  • Review the employee’s background including, skills, work experience, and training.
  • Focus on performance areas that are the most important.
  • Prepare a potential development which can include training and special projects.
  • Identified areas for concentration in setting goals for the next appraisal period.
    • Set aside adequate block of uninterrupted time to permit a full and complete discussion.

The Discussion:

  • Begin the discussion by creating a sincere, open and friendly atmosphere.
  • Review the purpose of the discussion - mutual problem solving and goal setting.
  • Explain the agenda for the meeting.
    • Ask employee to review his or her performance for the past year.
  • Keep the focus on job performance and related factors not personality.
  • Discuss job requirements, employee strengths, accomplishments, and improvement needs.
  • Evaluate performance against objective set during previous reviews and discussions.
  • Be prepared to cite observations for each point discussed.
  • Reach agreement on appropriate goals, development plans and timetables.
  • Summarize what has been discussed and end on a positive note.

The Follow-Up:

  • Immediately after record the plans made and points requiring follow-up.
  • Provide a copy for the employee.
  • Evaluate your own performance. What I did well? Could have done better? Learned about the employee? Learned about myself?



Meditation Expert. - Info on meditation training, relaxation, peak performance and metaphysical phenomena.
Building A House Of Worship. - 4 Practical steps for praise and worship leader to improve their ministry.


Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81

More Articles:


1. Try It Out On Your Team First By Larry Galler
Wow! You’re brilliant! You have a great idea. You’ve looked at it every possible way to find holes in your logic, fallacies in your assumptions. You know it will work and you can’t wait to turn your new brainstorm loose then reap the rewards of your genius. I know you’re excited but before you unleash your great idea, first try it out on those around you for analysis, discussion, improvements, and (gasp!) criticism.The problem is that the creator of an idea rarely has the mental disciplin…

2. Smart Hiring: What Makes the Right Employee? By Marcia Zidle
Good hires do not happen by accident or luck. In this economy, employers are finding a large pool of available workers. But finding the right employee for a position is still a challenge. Few managers, when asked, can describe "right." Others can't agree on what qualifies one to be qualified, at least in measurable terms.Before hiring some, ask yourself these four critical questions. What are the three to five essential have-to's for this position? Are we looking for a person with great techn…

3. Auditing Improves Effective Planning By Chris Anderson
Speak of operations assessment, and we’ll hear its significant value. Speak of an audit, and we’ll run for the nearest emergency exit. There’s no difference between the two, yet that word audit chills us. But is an audit really designed to help us or hurt us?Improve Performance with AuditingProblems most often arise from poor planning. Sometimes we’re uncertain if we’re tackling the correct issues and dealing with them the right way. However, we can improve our assumptions about processes and …

4. The Steps in Employee Development By Kelly Graves
You may believe that your company is the only one in the free world that’s suffering from poor employee communication and frustrations at every level; We can assure you that you’re definitely not alone.But knowing that conflict and communication problems exist in practically every organization comes with little comfort.Are you getting the best out of your employees? If not then take steps to improve your organization by investing in an employee development program.Your employees are the only r…