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> employee evaluations
employee evaluations
Performance Evaluation
Preparation
Schedule the evaluation meeting
Gather necessary documentation (performance records, goals, job description)
Review employee's performance throughout the evaluation period
Evaluation Criteria
Establish clear evaluation criteria based on job responsibilities and performance expectations
Determine the weightage for each criterion
Self-Evaluation
Provide the employee with a self-evaluation form
Encourage the employee to reflect on their performance and achievements
Ask the employee to identify areas for improvement and development
Evaluation Meeting
Conduct the evaluation meeting in a private and comfortable setting
Begin by discussing the purpose and structure of the evaluation
Encourage open and honest communication
Allow the employee to share their self-evaluation
Evaluation Factors
Assess the employee's performance against the established criteria
Evaluate the employee's accomplishments and contributions
Consider the employee's adherence to company values and policies
Review the employee's attendance, punctuality, and professionalism
Strengths and Areas for Improvement
Identify and discuss the employee's strengths
Discuss specific areas where improvement is needed
Provide constructive feedback and suggestions for growth
Goal Setting
Collaborate with the employee to set realistic and achievable goals
Ensure the goals align with the employee's career aspirations and the company's needs
Set a timeline and clarify expectations for goal achievement
Training and Development
Identify training or development opportunities to support the employee's growth
Discuss potential workshops, courses, or mentoring programs
Provide resources and guidance for self-improvement
Performance Improvement Plan (if necessary)
If the employee's performance is below expectations, outline a performance improvement plan
Clearly define the areas that need improvement, specific actions to be taken, and a timeline for progress review
Documentation
Document the evaluation discussion, including key points, feedback, and agreed-upon goals
Ensure the employee and the supervisor both sign and date the evaluation form
Keep a copy of the evaluation in the employee's personnel file
Employee Development
Career Goals and Aspirations
Discuss the employee's long-term career goals and aspirations
Understand their desired career path within the organization
Identify opportunities for growth and advancement
Skills and Competencies
Assess the employee's current skills and competencies
Identify any skill gaps or areas for improvement
Discuss ways to enhance existing skills and develop new ones
Training and Development Plan
Create a personalized training and development plan for the employee
Identify relevant workshops, seminars, conferences, or courses
Determine if any certifications or licenses are required for career progression
Mentoring or Coaching
Discuss the possibility of mentoring or coaching relationships
Identify potential mentors or coaches within the organization
Encourage the employee to seek guidance and support from experienced colleagues
Performance Monitoring
Establish a system for ongoing performance monitoring and feedback
Schedule regular check-ins to discuss progress towards goals
Provide continuous support and guidance to help the employee succeed
Follow-Up Evaluation
Determine a timeline for the next formal evaluation
Discuss expectations for improvement and growth
Reinforce the importance of regular feedback and communication
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