Employee Evaluation checklist

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Employee Evaluation Guidelines:

• Basically you need to set up clear goals for your Survey: for example you may want to evaluate how well employees perform after you bring some changes into working environment (to know if these changes stimulate employees to show a better productivity, enthusiasm, initiative, etc). Generally the statements can be the following:
  • Identifying your best and worst workers;
  • Finding out problems in your workforce’s performance and finding drivers to boost it up;
  • Laying the foundation for better communications between staff, managers, executives, etc;
  • Updating and clarifying the real picture of workforce available in your organization;
  • Updating corporate performance standards and checking their actual applicability;
  • Investigating and clarifying background for promotions and workforce management strategy;
• When performing review, your organization needs to adhere to process and procedures that allow minimizing any subjective judgements. The objective approach can be reached through establishing special evaluative criteria and metrics (of course these measures should be realistic, fair and accepted by employees) that would give a rationale to clarify if the employee meets them as appropriate;
• Make sure that the job description has been introduced to the employee and he/she knows what expectations he/she should match and what standards he/she is being evaluated against. This description may include the following:
  • A set of clearly established job accountabilities;
  • Standards of performance (reasoned by realistic & fair analysis, regulated by documents);
  • Clearly defined and prioritized employee’s duties, tasks, functions;
  • Clearly defined business process that minimizes obstacles on the path towards efficacy;
  • List of tools and equipment necessary to effectuate his duties;
• Make sure that employee was introduced to your corporate Standards that may include the following items:
  • Appearance and corporate dress code;
  • Attendance and punctuality;
  • Work quality and quantity (productivity);
  • Balance between the quality and amount of output;
  • Managerial and leadership skills;
  • Operational skills and work knowledge;
  • Attitude and work culture;
  • Enthusiasm and initiative;
  • Cooperation and social skills;
  • Expertise and certifications;
  • Creativity and problem solving;
  • Independence and effort;
• Select appropriate techniques (some of them are explained below):
  • The 360 Feedback Method – method of collecting and consolidating feedbacks from the whole diversity of persons whom the employee interacts with internally (colleagues, supervisors, etc) and externally of the organization (customers, partners, etc);
  • Employee evaluation ratings – team members evaluate each other (appoint ratings) through completing forms that embrace a list of essential areas (standards) to characterize each of their co-workers by (final results are averaged, derived and evaluated by independent analyzers and verified by the key team members);
  • SMART Evaluation Ranking – this method is based on the development of SMART goals (specific, measurable, attainable, realistic and timed) between subordinates and supervisors, so that performance is appraised on how the employee handles these goals during a specific period.
• In order to get balanced, correct and comprehensive evaluation results you need to get insight of the real situation to align your methods and conclusions with it; this can be characterized by the following issues to take into consideration:
  • There are some obstacles (outside the employee’s control) that interfere with job performance;
  • Employee hadn’t been provided with all materials and means to do his work right;
  • Employee faced some administrative or political problems which hampered job performance;
  • Employee faced some health or moral problems;
  • Employee faced some new conditions that he needed some time to get adapted to;
• Conduct Employee Evaluation for strengths and weaknesses according to pre-composed plan (focused on your goals and using suitable methods) to cope with some of the following:
  • Recognize and analyze employee contributions and achievements;
  • Analyze employee’s potential for development and promotion;
  • Recognize his professional and personal traits helping him to perform excellently;
  • Disclose his professional and personal traits preventing him from being effective;
  • Find out performance gaps and qualify them in measurable and understandable terms;
  • Investigate some objective and subjective reasons justifying these gaps;
  • Derive supervisor’s and employee’s explanation of detected issues;
• Summarize the effort by composing a report containing...

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