Indiana Staff Performance Appraisal Interview Checklist
Description
How to fill out Staff Performance Appraisal Interview Checklist?
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FAQ
The following FIVE STEPS need to be followed to ensure a constructive session:Start with an icebreaker.Explain the purpose of the interview.Work through the Performance Measures (agree Actual Performance, Ratings and POPs)Agree Performance Measures and Standards for the next performance period.Close on a positive note.
Performance Review Questions: Overall PerformanceWhat accomplishments this quarter are you most proud of?Which goals did you meet? Which goals fell short?What motivates you to get your job done?What can I do to make your job more enjoyable?What are your ideal working conditions to be the most productive?02-Jan-2021
In what areas do you feel your performance is strongest? Ask this evaluation question to understand how employees view their capabilities. Some employees may feel they're strong in an area not currently being utilized by the company, which may present an opportunity to help them (and the company) grow.
Establishing Performance Standards 2. Communicating the Standards 3. Determining who will Conduct the Appraisal 4. Measuring the Actual Performance 5.
Ask for the employee's perspective of their performance and the evaluation. Ask how the employee views their job and the working climate they perform their job in. Ask if the employee has any issues/ problems that they wish to discuss with you. Ask if the employee has ideas about how the job could be improved.
10 things to discuss during performance appraisalFive words that sum up how the year has been.The three things the person has learned which has had the biggest impact on them.Their proudest moment.What they would do differently knowing what they know now.The number one thing they want to work on in the coming year.More items...?
Human Resources ManagementStep 1: Establish performance standards.Step 2: Communicate performance standards.Step 3: Measure performance.Step 4: Compare actual performance to performance standards.Step 5: Discuss the appraisal with the employee.Step 6: Implement personnel action.
Six questions to ask during your performance reviewWhat do you feel went well this year and what might have gone better?What additional knowledge or skills would make me more effective in this role?What are your most important goals for the coming year?How could I be more helpful to other people on the team?More items...?
Each appraisal interview should provide enough time for you and the employee to discuss their performance at length. Set aside 45 to 90 minutes so that no one feels rushed during the meeting.
A good appraisal interview is characterized by an open and personal tone. The conversation should focus on work tasks and employee development, with issues and actions that the manager and / or employee is able to change, solve or influence.
