Performance Management Checklist

Home About Us Services Smart Talk HR Solutions Contact Us Clients

HR AUDIT: Performance Management Checklist

Please note:

You can fill this form in online, however, if you exit this page, navigate to another
page, or close your browser, ALL input data will be lost. Alternatively, click on the
pdf link below the table for a hard-copy printable form (recommended).

Use of this material is subject to the following Terms of Use.

Performance Management	No	Yes	Details
Is performance managed in the organization on an ongoing basis?
Is the strategy broken down into action steps that different people are responsible for?
Is accountability assigned?
Is performance excellence defined across all areas of the organization and for every role?
Is performance geared to achieving the companies goals?
Is performance geared to making a positive difference for the customer?
Is the big picture of the organization kept in mind when managing performance?
Are the necessary performance discussions held?
Is there a record of the discussions?
Does every employee know how their work impacts on the results of the organization?
Does every employee know how their work impacts on the customer's experience?
Do employees know what is expected of them?
Do employees know what they are doing well?
Do employees know what they need to improve or enhance?
Are employees provided with appropriate support to achieve their performance objectives?
Other....

Performance Management: Planning	No	Yes	Details
Are individual performance plans/agreements/contracts linked to the organization's strategy?				help
Do staff members have set objectives for their jobs, with the actions that are required?				help
Are performance planning discussions held with direct reports prior to, or soon after, the start of the fiscal year?				help
Are expectations clarified between staff members and their managers?				help
Are deadlines included?				help
Are quality standards clarified for deliverables?				help
Do discussions about plans relate to last year's performance, what is required for the next year's performance, and the individual's capabilities?				help
Other...				help

Performance Management: Development	No	Yes	Details
Do discussions about development include both career and performance related development?				help
Are individual needs taken into account?				help
Do actual PDP's (Personal Development (Plans) emerge from the discussions?
Are the PDP's monitored throughout the year?
Are opportunities provided for development?
Is an enabling environment created to allow for development to be transferred to practice in the workplace?

Performance Management: Review	No	Yes	Details
Is informal feedback given on a continual basis?				help
Is feedback done in a timely manner?				help
Is feedback constructive?				help
Is feedback given in private?				help
Is informal feedback recorded?				help
Is feedback given in relation to the performance context?				help
Is formal feedback given either once or twice a year?				help
Do these formal review sessions hold no surprises, but rather are a summary of what has been spoken about before?				help
Is a rate scale provided for feedback?				help
Are the ratings adequately described or quantified?				help
Is feedback both on a quantitative and qualitative basis?				help
Are formal review sessions recorded in writing?				help
Are meaningful dialogues held?				help
Other:				help

↑ Back to Top

HR Tools to make your life easier!

For more examples, check out...

Questions a Candidate May Ask During Interviews

How to On-board or Orientate New Employees

Conduct Behavior-Based Interviews

Got any questions? Please feel free to contact us....

_____________________

To receive news about our free Smart Talk articles and features, why not join our Mailing List...

_____________________

Home About Us Services Smart Talk HR Solutions Webcasts Webinars Contact Us Clients Testimonials Careers Resources Press Terms of Use Privacy Site Map

Copyright: The Sergay Group, Ltd. © 2012. All rights reserved.