annual review checklist

I. Preparation

  • Compile performance reports, project summaries, and meeting notes.
  • Organize documents by category for easy access during the review.
  • Include any relevant correspondence or communications from the year.
  • Ensure all documents are up-to-date and accurately reflect your work.
  • Locate last year’s goals and associated performance metrics.
  • Analyze achieved goals versus unmet goals for insights.
  • Identify trends or patterns in performance data.
  • Note any factors that influenced performance outcomes.
  • Consult calendars of all participants to find common availability.
  • Use scheduling tools to send out invites.
  • Confirm the meeting time and location or virtual platform.
  • Provide a reminder a few days prior to the meeting.
  • Outline key topics to be discussed, including accomplishments and challenges.
  • Allocate time for each agenda item to keep the meeting focused.
  • Share the agenda with all participants ahead of time.
  • Encourage input on any additional topics from participants.
  • List significant projects completed and their outcomes.
  • Highlight any challenges faced and how they were overcome.
  • Consider feedback from others in identifying accomplishments.
  • Document any lessons learned from challenges.
  • Create a feedback request template for consistency.
  • Reach out to colleagues and supervisors for their insights.
  • Set a deadline for collecting feedback to allow for review.
  • Summarize the feedback for discussion during the meeting.
  • Reflect on personal skills and competencies you've demonstrated.
  • Identify areas where growth is needed or desired.
  • Discuss strengths with peers for validation.
  • Prioritize areas for improvement to focus on during the review.
  • Review any training or professional development undertaken.
  • Consider changes in roles or responsibilities over the past year.
  • Note new skills acquired and their applications.
  • Assess how these changes impact future goals.
  • Identify key trends in your industry that may affect your role.
  • Gather data on performance benchmarks from reputable sources.
  • Analyze how these trends compare to your performance.
  • Prepare insights to discuss how industry standards can be met.
  • List primary discussion points, including achievements and feedback.
  • Organize points logically for a smooth flow in conversation.
  • Include any questions or concerns to be addressed.
  • Review the outline to ensure clarity and completeness.
  • Identify any recent team changes, such as new members or roles.
  • Assess how these changes affect collaboration and performance.
  • Consider organizational updates that may influence goals.
  • Prepare to discuss how to navigate these dynamics.
  • Familiarize yourself with any updated performance review policies.
  • Check for guidelines on feedback, documentation, and evaluations.
  • Ensure compliance with organizational standards during the review.
  • Prepare to discuss any policy implications during the meeting.
  • Test all necessary technology, including video conferencing tools.
  • Ensure documents are accessible, either digitally or in print.
  • Check audio and visual equipment for clarity and functionality.
  • Have backup options ready in case of technical issues.

II. Performance Evaluation

  • Review the established goals for the evaluation period.
  • Evaluate performance metrics related to each goal.
  • Determine if goals were met, exceeded, or not achieved.
  • Document specific examples that demonstrate performance levels.
  • Create a feedback form for anonymous responses.
  • Identify key stakeholders for input.
  • Schedule a time to collect and review feedback.
  • Summarize findings to highlight common themes.
  • List notable achievements during the evaluation period.
  • Highlight skills that contributed to success.
  • Consider feedback to validate strengths.
  • Document specific instances of excellence.
  • Identify performance gaps based on goals.
  • Reflect on challenges encountered during the period.
  • Gather feedback to support identified areas for growth.
  • Document challenges along with potential solutions.
  • Compare current performance with job responsibilities.
  • Identify any discrepancies or changes in job scope.
  • Ensure performance expectations align with job duties.
  • Document findings for discussion.
  • Gather previous performance reviews for reference.
  • Identify trends in performance over time.
  • Highlight improvements or declines in specific areas.
  • Document observations to inform the current evaluation.
  • Collect relevant performance data and metrics.
  • Analyze data trends to support qualitative assessments.
  • Ensure metrics align with set goals and objectives.
  • Document findings with visual aids if necessary.
  • Provide a self-assessment form for the employee.
  • Encourage honest reflection on performance and skills.
  • Review responses to identify alignment with management's view.
  • Document insights gained from the self-assessment.
  • Review team goals and how the employee contributes.
  • Identify individual contributions to organizational success.
  • Discuss alignment with broader business objectives.
  • Document discussions for future reference.
  • Evaluate performance against necessary skills.
  • Solicit feedback on areas where training is needed.
  • Identify professional development opportunities.
  • Document skill gaps and proposed training solutions.
  • Schedule a one-on-one discussion about career goals.
  • Ask open-ended questions to gather insights.
  • Document employee aspirations for future planning.
  • Consider alignment with organizational needs.
  • Gather specific instances of performance from the evaluation period.
  • Use feedback and metrics to support examples.
  • Create a narrative around each key performance point.
  • Document all examples for the final review.
  • Set specific dates for follow-up meetings.
  • Outline objectives for each follow-up discussion.
  • Document progress expectations for the employee.
  • Ensure clarity on the timeline and accountability.
  • Compile all evaluation findings into a summary.
  • Highlight strengths, weaknesses, and development plans.
  • Ensure clarity and conciseness for discussion.
  • Distribute summary prior to the final review meeting.

III. Goal Setting

IV. Professional Development

  • Review current job responsibilities and requirements.
  • Consult with supervisors and colleagues for suggestions.
  • Explore online platforms and local training programs.
  • Consider both technical and soft skills development.
  • Document potential opportunities in a list.
  • Schedule a dedicated meeting with a mentor or supervisor.
  • Prepare a list of personal career goals and interests.
  • Be open to feedback and alternative paths.
  • Explore potential roles and opportunities in the organization.
  • Take notes on the discussion for future reference.
  • Identify potential mentors within the organization.
  • Outline specific areas where guidance is needed.
  • Reach out and propose a mentorship arrangement.
  • Set expectations for frequency and format of meetings.
  • Document the mentorship plan and goals.
  • Determine a frequency for check-ins (monthly, quarterly).
  • Create a calendar invite for all parties involved.
  • Prepare agenda items to discuss during each meeting.
  • Review progress on previously set goals.
  • Adjust the development plan based on discussions.
  • List all skills relevant to current and future roles.
  • Rate each skill based on proficiency (e.g., scale of 1-5).
  • Identify skills that require improvement or development.
  • Consult job descriptions for desired skills in future roles.
  • Document findings for reference in development planning.
  • Identify key areas for professional growth.
  • Search for certifications or courses offered online.
  • Evaluate course content, duration, and costs.
  • Compile a list of recommended programs and their benefits.
  • Present findings to a supervisor or mentor for approval.
  • Identify departments or roles that interest you.
  • Speak with colleagues about their job functions.
  • Request shadowing opportunities or short-term assignments.
  • Document skills learned from cross-training experiences.
  • Evaluate how these skills align with career aspirations.
  • Break down development goals into smaller, actionable steps.
  • Set realistic deadlines for each milestone.
  • Use a calendar or project management tool to track progress.
  • Review the timeline regularly and adjust as necessary.
  • Share the timeline with relevant stakeholders for accountability.
  • Attend industry-related events, seminars, or meetups.
  • Join professional associations or online groups.
  • Engage with colleagues on projects to build relationships.
  • Utilize social media platforms for professional networking.
  • Document networking contacts and follow up regularly.
  • Set reminders for regular reviews (quarterly, bi-annually).
  • Assess progress against goals and milestones.
  • Update the plan based on new opportunities or feedback.
  • Involve a mentor or supervisor in the review process.
  • Document changes and rationale for future reference.
  • Identify specific skills or areas to request feedback on.
  • Schedule one-on-one meetings or send follow-up emails.
  • Be open to constructive criticism and suggestions.
  • Document feedback received for personal review.
  • Create an action plan to address areas needing improvement.
  • Research upcoming events relevant to your field.
  • Register early to secure a spot and avoid last-minute issues.
  • Plan to attend sessions that align with your development goals.
  • Network with other attendees during the event.
  • Share insights gained with colleagues after the event.
  • Define clear objectives that align with career aspirations.
  • Ensure goals are measurable to track progress.
  • Check that goals are realistic given current resources.
  • Align goals with organizational objectives and personal interests.
  • Set deadlines to maintain accountability and focus.
  • Review outcomes of training against initial objectives.
  • Solicit feedback from participants on their experiences.
  • Assess improvements in job performance or skills gained.
  • Document lessons learned for future training decisions.
  • Share results with stakeholders to demonstrate impact.
  • Identify projects that interest you and match your skills.
  • Prepare a proposal outlining your interest and potential contributions.
  • Discuss with your supervisor or manager for alignment.
  • Set goals related to these projects for professional growth.
  • Track progress and outcomes of your involvement.
  • Organize informal lunch-and-learn sessions or workshops.
  • Share resources and best practices with team members.
  • Encourage open discussions about lessons learned.
  • Document shared knowledge for future reference.
  • Recognize and celebrate contributions from colleagues.

V. Final Review and Documentation

  • Identify main discussion topics.
  • Highlight key achievements and challenges.
  • Note any employee feedback received.
  • Create a concise summary for documentation.
  • Record performance ratings objectively.
  • List specific, measurable goals agreed upon.
  • Include timelines for goal achievement.
  • Ensure clarity in documentation for all parties.
  • Distribute the summary via email or shared drive.
  • Ensure all involved parties receive it.
  • Allow for questions or clarifications as needed.
  • Confirm receipt of the summary by all parties.
  • Determine a suitable date for the next review.
  • Communicate the timeline to all participants.
  • Include follow-up meetings if necessary.
  • Document the agreed-upon schedule.
  • Schedule a time for feedback discussion.
  • Ask specific questions about the review process.
  • Document employee feedback for future reference.
  • Encourage open and honest communication.
  • List tasks that need to be completed post-review.
  • Assign responsibilities for each action item.
  • Set due dates for completion.
  • Document action items clearly.
  • Use a secure storage solution (e.g., encrypted folder).
  • Check access permissions for relevant parties.
  • Organize documents for easy retrieval.
  • Regularly back up important files.
  • Assess current job descriptions against duties.
  • Identify any updates needed based on performance.
  • Discuss potential changes with the employee.
  • Document any agreed-upon updates.
  • Review the summary together with the employee.
  • Address any questions or concerns.
  • Obtain the employee's signature if required.
  • Ensure mutual agreement on documented points.
  • Set a date for the check-in meeting.
  • Communicate the purpose of the check-in.
  • Document the agenda for the meeting.
  • Encourage ongoing dialogue about progress.
  • Discuss resources currently available to the employee.
  • Identify any additional support needed.
  • Document specific resource requests.
  • Follow up on resource allocation.
  • Summarize key outcomes from the review.
  • Highlight employee achievements and areas for growth.
  • Include any resource needs or support requests.
  • Ensure clarity and professionalism in presentation.
  • Gather feedback from all participants.
  • Identify strengths and weaknesses of the process.
  • Document suggestions for future evaluations.
  • Plan to implement improvements next cycle.