These free checklists provide practical advice on collecting and evaluating performance data, conducting the appraisal meetings, completing the final appraisal reports and developing competencies.
Appraisal Meeting Checklist
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This Appraisal Meeting checklist outlines the steps you need to take to conduct a successful appraisal meeting with a team member.
This interaction between the manager and the team member is essential for maintaining a positive working relationship and encouraging career development. The team member should feel as though their own opinions have been considered and that the meeting represents a fair, agreed, and unbiased forum for a discussion of their performance during the period.
Reviewing a team member's performance should be the main topic of the meeting and it's success will depend on how well you have prepared, the quality of the data you have collected, and the quality of the review sessions you had throughout the appraisal period. Ensure that you have copies of all supporting evidence, data, information and third-party feedback required to justify and explain your view of the team member's performance.
This interaction between the manager and the team member is essential for maintaining a positive working relationship and encouraging career development. The team member should feel as though their own opinions have been considered and that the meeting represents a fair, agreed, and unbiased forum for a discussion of their performance during the period.
Reviewing a team member's performance should be the main topic of the meeting and it's success will depend on how well you have prepared, the quality of the data you have collected, and the quality of the review sessions you had throughout the appraisal period. Ensure that you have copies of all supporting evidence, data, information and third-party feedback required to justify and explain your view of the team member's performance.
Preparing for an Appraisal Meeting Checklist
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This Appraisal Meeting checklist outlines eight basic steps you need to complete so that you are properly prepared for your team's appraisal meetings.
The appraisal meeting has a dual purpose: firstly, it provides a forum where you and your team member can discuss their performance over the most recent appraisal period; and secondly, it gives you an opportunity to agree a new set of goals for the next appraisal period.
Establish a private and comfortable environment for the meeting. (Make sure that a colleague takes your calls so that you are not interrupted.)
Ensure that you have copies of all supporting evidence, data, information and third-party feedback required to justify and explain your summary of the individual's performance.
The appraisal meeting has a dual purpose: firstly, it provides a forum where you and your team member can discuss their performance over the most recent appraisal period; and secondly, it gives you an opportunity to agree a new set of goals for the next appraisal period.
Establish a private and comfortable environment for the meeting. (Make sure that a colleague takes your calls so that you are not interrupted.)
Ensure that you have copies of all supporting evidence, data, information and third-party feedback required to justify and explain your summary of the individual's performance.
Performance Data Gathering Checklist
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This Performance Data Gathering checklist will help you to gather performance data throughout the year from a variety of sources, which will support your performance summary of an individual during the appraisal meeting.
Gathering performance data is an essential part of the assessment process. This data should be collected form several sources in order to provide a balanced picture of the team member's performance. You should collect data based on: progress towards goals, third party feedback, and observed competencies, as well as generic data, like attendance and general reliability.
Generic data relates to the attitudes an individual portrays towards their role and the organization. This includes things like: level of absenteeism, their attitude to organizational policies and procedures, their ability to 'get on' with others, including supervisors, co-workers, customers and suppliers as well as their willingness to seek out new assignments and additional responsibilities. This generic performance data must always be viewed in the context of the team member's job description and their contribution to the organization's success.
Gathering performance data is an essential part of the assessment process. This data should be collected form several sources in order to provide a balanced picture of the team member's performance. You should collect data based on: progress towards goals, third party feedback, and observed competencies, as well as generic data, like attendance and general reliability.
Generic data relates to the attitudes an individual portrays towards their role and the organization. This includes things like: level of absenteeism, their attitude to organizational policies and procedures, their ability to 'get on' with others, including supervisors, co-workers, customers and suppliers as well as their willingness to seek out new assignments and additional responsibilities. This generic performance data must always be viewed in the context of the team member's job description and their contribution to the organization's success.