Employee Performance Checklist

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Measure and control quality of work:

• Evaluate whether the worker understands his duties clearly and can successfully execute them, without involvement of excessive supervision and frequent support efforts;
• Control whether tasks take sufficient amount of time (no longer than it is tolerated by common sense or appropriate performance standards);
• Analyze the job results regularly to examine them in terms of errors (to learn whether number of errors is sufficient to this type and amount of work);
• Identify whether employee regularly needs repeated instructions to do the job right (in the same time instructions should be approved as correct and workable);
• Investigate if similar errors repeat in spite of improved/increased guidance (this is a very serious symptom which may designate neglect towards job duties or other negative trends);
• Control employee productivity indicators to determine if it is not decreased as compared against common level or appropriate productivity norms;
• Analyze employee results during a prolonged period of time to define if inconsistency in quality and quantity of outcomes is usual (if unstable level of results is frequent, then perhaps it is time to re-examine organization of working processes, review features of business environment, and inspect for some employee-related causes);
• Supervise your employees continuously, and expose their behaviors to investigation to check if their misbehaviors are not the main reasons for upsets of workflow and business processes (for example they may sabotage work by severe wasting of business hours and materials on the job);
• Consider if your employees miss project deadlines, cannot cope with the work specifications, or don’t meet other critical job requirements without some reasonable excuses;

Inspect attendance and approaches:

• Control how accurately the employees behave towards safety-related rules and procedures (one of the most vital job requirements, as poor attitudes in this area can lead to accidents);
• Check whether employees have difficulties in concentration, remembering direction or detail;
• Learn timesheets regularly to discover habitual lateness to work, leaving work early, etc;
• Define if the staff members have some unscheduled or unexplained absences;
• Detect violations of workplace restrictions and discipline, including excessive use of the phone, non-observance of Internet or computer use policies;
• Monitor the employee activities to discover some misconducts, including misuse of information, negative acts against co-workers, violation of subordination, verbal or physical abuse, etc;
• Analyze complaints coming from outside, such as from customers and partners (periodically ask them how they evaluate service or co-operation provided by your personnel);
• Identify if the most valuable positive qualities (in terms of business and personal relations) such as diligence, honesty, openness, self-organization, etc are peculiar to employee’s personality (if these traits are available, then such an employee can cover performance gaps faster);
• Ensure that employees don’t demonstrate intentional......

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