HR AUDIT: Performance Management Checklist

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Performance Management 

No 

Yes 

 Details

 
 Is performance managed in the organization
   on an ongoing basis?

 

 

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 Is the strategy broken down into action
   steps that different people are responsible
   for? 

 

 

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 Is accountability assigned?

 

 

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 Is performance excellence defined across
   all areas of the organization and for every
   role?

 

 

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 Is performance geared to achieving the
   companies goals?

 

 

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 Is performance geared to making a positive
   difference for the customer?

 

 

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 Is the big picture of the organization kept
   in mind when managing performance?

 

 

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 Are the necessary performance discussions
   held?

 

 

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 Is there a record of the discussions?

 

 

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 Does every employee know how their work
   impacts on the results of the organization?

 

 

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 Does every employee know how their work
   impacts on the customer's experience?

 

 

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 Do employees know what is expected of
   them?

 

 

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 Do employees know what they are doing
   well?

 

 

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 Do employees know what they need to
   improve or enhance?

 

 

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 Are employees provided with appropriate
   support to achieve their performance
   objectives?

 

 

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 Other....

 

 

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Performance Management: Planning 

No 

Yes 

 Details

 
 Are individual performance
   plans/agreements/contracts linked to the
   organization's strategy?

 

 

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 Do staff members have set objectives for
   their jobs, with the actions that are
   required?

 

 

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 Are performance planning discussions held
   with direct reports prior to, or soon after,
   the start of the fiscal year?

 

 

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 Are expectations clarified between staff
   members and their managers?

 

 

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 Are deadlines included?

 

 

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 Are quality standards clarified for
   deliverables?

 

 

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 Do discussions about plans relate to last
   year's performance, what is required for the
   next year's performance, and the
   individual's capabilities?

 

 

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 Other...

 

 

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Performance Management: Development 

No 

Yes 

 Details

 
 Do discussions about development include
   both career and performance related
   development?

 

 

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 Are individual needs taken into account?

 

 

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 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?

 

 

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 Is feedback done in a timely manner?

 

 

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 Is feedback constructive?

 

 

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 Is feedback given in private?

 

 

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 Is informal feedback recorded?

 

 

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 Is feedback given in relation to the
   performance context?

 

 

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 Is formal feedback given either once or
   twice a year?

 

 

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 Do these formal review sessions hold no
   surprises, but rather are a summary of what
   has been spoken about before?

 

 

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 Is a rate scale provided for feedback?

 

 

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 Are the ratings adequately described or
   quantified?

 

 

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 Is feedback both on a quantitative and
   qualitative basis?

 

 

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 Are formal review sessions recorded in
   writing?

 

 

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 Are meaningful dialogues held?

 

 

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 Other:

 

 

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