Performance interview checklist

PERFORMANCE INTERVIEW CHECKLIST

1. Before performance interview

• Specify any required personnel coordination needed to achieve an objective.

• Identify if needed resources can be provided.

• What the supervisor/manager should do?

• Decide whether each objective represents a priority need.

• Is there a clear performance standard, completion deadline, and method of checking results ?

• Determine whether additional objectives are appropriate.

• Insure that there are neither too few nor too many objectives in total.

• Judge whether performance standards are realistic.

• Decide if the subordinate has sufficient authority in the objective area.

• Note whether foreseeable contingencies should be recognized.

• Consider the extent of personal support that the subordinate will require for improved performance.

• Examine the subordinate’s other job responsibilities to see if any are being neglected.

2. During performance interview:

• Select a convenient interview location and stress the meeting’s importance. Be prompt and allocate sufficient time for an uninterrupted discussion.

• Begin with small talk to set the subordinate at ease: tailor the approach to the individual.

• Avoid placing the subordinate in a defensive position. Keep advice to a minimum. Avoid clashes over personality differences, weaknesses and past mistakes; avoid arguments.

• Provide positive comments whenever possible.

• Request that the subordinate explain each objective. Provide ample opportunity for developing insight into the objectives. Listen with interest and understanding.

• Remember that setting objectives is a joint process. Compromise when possible. Be willing to change viewpoints.

• Be willing to resolve serious controversies.

• Ask questions based on prior preparation and new information. Encourage subordinate to respond and ask his/her own questions.

• Ask how superior can help subordinate do an even better job.

• See that final objectives meet technical requirements.

3. After performance interview:

• Summarize the discussion with input from the employee.

• Summarize his/her plans for improvement/growth with input from the employee. This might include: Removing/correcting deficiencies including retraining or “practice” plans and re-valuation; building upon strong areas; personal and professional development plans (often referred to as a personal growth agreement plan).

• End the interview on a positive note.

• Be certain the employee leaves with a current and accurate job description and current, useful, and accurate performance expectations for the coming year.

• Arrange for the follow up session as appropriate/necessary.

• Confirm employee’s understanding of expectations.

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This entry was posted on Sunday, March 28th, 2010 at 6:39 pm and is filed under Performance appraisal interview. You can leave a response, or trackback from your own site.

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