Performance Management Checklist:
Define the job purpose – what results should be obtained, what problems they are expected to solve, who will benefit from results of this job, if this job is a part of some bigger project or if it is possible/expedient to include this job into some project as well as to use job's results for additional purposes.
What should be done in order to obtain desired job results? Create a clear and doable step-by-step or goal-by-goal plan that leads to successful job completion. Communicate this plan to the job performer(s).
- Define the job organization
Define if the job can/should be accomplished by a group of performers or rather by a standalone performer. Define dutiesand responsibilities included into the job performance.
- Define a set of the job performance measures
Set out indicators, targets and milestones, which will measure progress towards achieving the required job results, then properly document all indicators, targets and milestones. Communicate attained decisions to performer(s).
- Set out necessary job requirements
Define required quality of the job results. Define if different quality is acceptable. Define measures to examine quality.
- Range the job goals by priority
Usually it is hard to attain all planned goals, but there are always several main (critical) goals and a set of different secondary goals. You should range objectives within the job, so the main efforts can be concentrated on really important things.
- Define necessary resources and their measurements
Identify and measure resources that should be inputted into process of performance to provide performer(s) with all necessary means and tools to succeed. Define if all resources can be allocated at one time, or they should be supplied by portions. Define indicators for effective use of resources.
- Define who should control the job performance
Allocate and state performance responsibilities. ...
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