Performance Appraisal checklist

Streamline your onboarding process at every step by engaging new hires with ready-to-use onboarding checklists

See Zimyo in Action

Name

Company Name

Business Email

Country Code

Phone Number

Number of Employees

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.