Performance Appraisal checklist

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Performance assessments are essential for ensuring that employees are fulfilling expectations and contributing to the organization’s success. A checklist of necessary tasks to be done is essential for a successful performance appraisal process. This checklist not only benefits the employee, but it also assists the HR department in being organised and avoiding any last-minute confusion or errors.

Performance Appraisal Checklist

  • Set a date for the evaluation: Determine a suitable date and time for the performance review session that works for both the employee and the supervisor.
  • Request a self-evaluation: If required, ask the employee to complete a self-evaluation form to gather their own views on their performance and goals.
  • Allow sufficient time for the meeting: Allocate enough time for the meeting to ensure all topics are covered, and the employee has a chance to provide feedback.
  • Prepare a list of expectations to discuss: Create a list of expectations to discuss during the performance review, including the employee’s primary responsibilities, related objectives, and possible ways to improve individual and unit-level performance.
  • Review the employee’s primary responsibilities: Review the accuracy of the current job description, including the employee’s primary duties and how they relate to the organization’s overall objectives.
  • Discuss the employee’s strengths and areas for growth: Discuss their strengths and areas for improvement, and provide constructive feedback to help them grow professionally.
  • Review significant accomplishments from the past year: Recognize the employee’s achievements over the past year and review previous annual goals.
  • Discuss possible barriers to effective work performance and job satisfaction: Discuss any challenges that may have impacted the employee’s work performance or job satisfaction over the past year.
  • Review long-term career goals and development needs: Review the employee’s long-term career goals and identify any development needs required to achieve them.
  • Plan employee goals for the next review period: Establish work-related goals with the employee for the forthcoming review period and identify any hurdles to progress.
  • Verify that employees have the resources to accomplish their goals: Ensure they have the necessary resources and support to achieve their goals.
  • Pay attention to the employee’s body language: Listen attentively to the employee’s feedback and their body language to better understand their perspective.