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A Checklist For Performance Managment Planning

Written by: Dr. Fathi El-Nadi

Article Overview: The planning phase of performance management is vital in setting the goals and direction of that critical process. It might help to develop a checklist of the things an appraisor would need to have in place before, during, and after the appraisal starts. The following checklist may be used as a guide:

A Checklist For Performance Managment Planning

Set up a meeting to discuss the work plan. Make sure to set aside sufficient time and arrange to not be interrupted

Explain the purpose of performance planning, the purpose of the meeting and how you propose to proceed

Review the organization's goals and objectives and the strategic plan (if it exists)

Look at the employee's existing job description to determine if it's still accurate and reflects the reality of the employee's job. Discuss and make changes as required.

Review the employee's work plan for the year and assess the linkages between it and the organization's goals and objectives and the strategic plan.

From the work plan or the job description, jointly identify 3-5 areas in which you will set performance objectives for the year. The choice of areas may be determined by the organization's strategic plan, by the employee's desire to improve outcomes in a certain part of their job or by a need to emphasize a particular part of the job at this time.

Prepare a draft of the performance objectives and come to agreement as to the what success for each performance objective will look like (performance indicators)

Identify learning objectives that will help the employee grow in their skills, knowledge and competencies. These objectives can help the employee accomplish their work goals or can be part of a longer term plan to develop their careers.

Discuss the supports available for their learning objectives. These could include courses, workshops or other forms of training but it can also include in-house resources such as coaching or mentoring. For more training and development ideas,

Ask the employee if s/he sees any barriers to accomplishing these objectives or their day to day work and, if so, what needs to be done to overcome them.

Ask the employee to finalize the performance objectives and the indicators as well as the learning objectives in a form provided and make an appointment for a follow up meeting to sign off on the plan.

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