Performance Review Templates Page 13
ADVERTISEMENT
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
35SUPERVISOR’S PERFORMANCE REVIEW CHECKLIST
As a supervisor, your employees will expect you to take the lead in their formal performance review and planning
process. Schedule the review well in advance – at least two to three weeks prior to the due date. Remember that this
should be an open and honest discussion, with equal participation from you and the employee. Taking time to plan
and develop well-thought-out questions, note observations, and seek recommendations will show employees the
importance of performance reviews to both the Department and the employee’s career growth. Consider the following
and ask yourself some questions:
•
Are the time, location and format comfortable for me and the employee?
•
What accomplishments, successes and strengths of the employee can I highlight? Have I considered multiple
sources of information – what I’ve seen as well as what others have experienced?
•
Have I discussed this person’s performance and future objectives with his or her lead worker? Do I want to involve
the lead worker in the review process (if applicable)?
•
Are there any barriers to success? Can the employee influence the barriers? Can I help?
•
Review past objectives and employee’s performance.
•
Did he or she accomplish them successfully? If not, why?
•
Are the performance objectives meaningful? Did they accomplish what was needed? Are they related to
the position description, work plan or Department’s issues?
•
Develop future objectives that may be discussed and agreed upon by the employee and me.
•
What training would I like to discuss with the employee? What skills need to be further developed?
•
What are the employee’s long-term career goals? How can I help them meet those goals?
•
Does the employee understand his or her role and the importance to the total organization? Does the employee
understand his/her goals in relationship to goals of the supervisor and other team members?
•
Where do I believe the employee can enhance his/her performance or change a procedure? Do we agree? How
do we initiate those changes?
•
Does the employee understand the priorities of the Department, program and position?
•
Have I, or has the Department, recognized the employee for special or add-on assignments?
•
What motivates my employee and what are his/her incentives?
•
Has the employee’s job changed? Are there job functions that could or should be added or eliminated? Should an
updated position description be developed? (Refer to the Performance Review and the Position Description.)
•
How effective is my communication with this employee? Have I asked the employee for his or her feedback on my
communication? How was my performance as a supervisor? Have I given adequate time, attention, direction,
support, mentoring and coaching? (Has the employee filled out the Supervisor Evaluation? Have I confirmed with
the employee that I have received the feedback.)
•
How do customers, peers and team members view his/her performance?
•
How could I improve the performance review and planning process for this employee next year?
Be ready to listen! Ask the employee to recommend solutions. Be aware of recurring work issues or barriers identified
in employee reviews. Should you be taking action? Have the necessary forms prepared. Once the formal discussion
occurs, follow through. Have both you and the employee signed the performance evaluation form(s)?
13
ADVERTISEMENT
0 votes
Related Articles
Related forms
Related Categories
Parent category: Business