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Performance Interview Planning Checklist

This document provides a checklist for planning a performance interview with an employee. It is divided into three sections: preparation, execution, and conclusion. The preparation section addresses logistics like developing an agenda, collecting performance information, and communicating meeting details. The execution section focuses on conducting the actual interview, including giving the employee opportunity to provide self-appraisal and feedback. Finally, the conclusion section suggests recognizing employee contributions, communicating confidence, and setting follow-up actions.

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Smart Akif
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© Attribution Non-Commercial (BY-NC)
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Download as DOCX, PDF, TXT or read online on Scribd
127 views

Performance Interview Planning Checklist

This document provides a checklist for planning a performance interview with an employee. It is divided into three sections: preparation, execution, and conclusion. The preparation section addresses logistics like developing an agenda, collecting performance information, and communicating meeting details. The execution section focuses on conducting the actual interview, including giving the employee opportunity to provide self-appraisal and feedback. Finally, the conclusion section suggests recognizing employee contributions, communicating confidence, and setting follow-up actions.

Uploaded by

Smart Akif
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Performance Interview Planning Checklist

Performance Interview Planning Checklist


Preparation
Interview Planning Checklist Items Has an agenda for the interview been developed? Have the objectives and goals been identified for the meeting? Has past performance interview information been obtained? Has performance information for the employee been collected from all applicable sources? Have the agenda, objective, goals, etc., for the performance interview been communicated to the employee? Does the structure of the interview focus on job performance, not personal characteristics? Does the structure of the interview take into consideration the employees job description and/or the employees service description? Have the interview time and place been communicated to all parties involved? Is the location of the interview a positive environment to help the employee feel at ease? Is the time of the interview convenient for all parties involved? Is there ample time allotted for the interview to ensure that all agenda items can be sufficiently discussed? Yes No Not Required Comments

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Performance Interview Planning Checklist

Execution
Interview Planning Checklist Items Is the employee at ease and comfortable within the interview setting? Have the agenda, objective, goals, etc., for the performance interview been restated? Has the employee been given the opportunity to appraise his or her own performance? Have organizational changes that will affect the employee been communicated to the employee? Have possibilities or opportunities for advancement been discussed with the employee? When addressing aspects of the employees performance, were methods for improvement discussed where applicable? Has a preliminary list of future performance evaluation criteria been communicated? Has the employee been provided with an opportunity to ask questions and to give feedback? Has a verbal summary of the employees performance been communicated with the employee? Has performance feedback been given, both positive and negative (start with the positive)? Has the employee acknowledged the information discussed during the interview by signing a performance document? Yes No Not Required Comments

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Performance Interview Planning Checklist

Conclusion
Interview Planning Checklist Items Have the employees contributions, identified during the interview, been recognized? Has confidence in the employees performance been adequately communicated? Has the performance review been measured and quantified against organizational performance criteria? Was the interview conducted without bias and were professional ethics/guidelines followed? Has an overview of action steps been communicated (including a time frame for completion)? Has a written summary of the employees performance been delivered to appropriate personnel? Has a follow-up meeting been set up to discuss open items from the interview? Has a support and monitoring mechanism been established to assist the employee? Yes No Not Required Comments

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