Mobile Strip

Employee Performance Review Checklist

What is Performance Review Checklist? 

According to a survey, employees who receive regular feedback have 3.5 times higher engagement levels than those who don’t. However, many managers struggle with conducting effective performance reviews, and some find the process overwhelming and intimidating. A comprehensive checklist is the key to ensuring that the employee performance review process is constructive and beneficial to both parties. 

A performance review checklist is a tool used to evaluate an employee’s job performance based on specific criteria. It helps managers and human resources professionals provide constructive feedback, identify areas of improvement, and set goals for the next review period. 

Performance Review Checklist 

Here’s a curated list of things to focus on before you go about with your performance review: 

Goals and Objectives 

It reviews the employees’ progress toward achieving their assigned goals and objectives. This could include metrics such as sales targets, project milestones, or personal development objectives. 

Possible Parameters: 

  • Progress towards achieving goals and objectives. 
  • Completion of tasks and projects. 
  • Ability to prioritize tasks and manage time effectively. 
  • Flexibility in adapting to changes in objectives or priorities. 

Job Responsibilities 

It evaluates the employee’s overall performance in their job responsibilities, which could include specific skills, knowledge, or duties related to their role. 

Possible Parameters: 

  • Quality of work 
  • Attention to detail 
  • Work independently or collaboratively 
  • Meeting or exceeding expectations  


Evaluate the employee’s productivity level and output during the review period. 

Possible Parameters: 

  • Consistency in meeting deadlines. 
  • Ability to manage workload. 
  • Identifying opportunities for process improvement. 
  • Meeting performance metrics. 


Evaluates employees’ communication skills, which are critical in every role that requires interaction with others. 

Possible Parameters: 

  • Communicate ideas clearly and effectively. 
  • Active listening skills. 
  • Providing feedback and support to colleagues. 
  • Collaborating with others to achieve common goals. 


Evaluates the employee’s ability to effectively work with others and contribute to a positive work environment. 

Possible Parameters: 

  • Willingness to help colleagues and share knowledge. 
  • Conflict resolution skills 
  • Actively supporting team initiatives 
  • Encourage positive team communication. 


Evaluate the employee’s initiative in taking on additional responsibilities, pursuing professional development opportunities, and contributing new ideas to the organization. 

Possible Parameters: 

  • Proactivity in identifying areas of improvement. 
  • Willingness to take on additional responsibilities. 
  • Seeking opportunities for professional development. 


Evaluate the employee’s demeanor and behavior in the workplace, including adherence to company policies and standards. 

Possible Parameters: 

  • Punctuality and attendance. 
  • Respect for company culture and values. 
  • Level of adherence to company policies and procedures. 


Evaluates employees’ ability to receive and take action on feedback from colleagues, customers, and managers. 

Possible Parameters: 

  • Willingness to listen and accept feedback. 
  • Nurturing a growth mindset and openness to learning. 
  • Actively seeking feedback for improvement. 
  • Incorporating feedback into performance and behavior. 

Goals for the Upcoming year 

Evaluates the employee’s goals and objectives for the upcoming review period and set expectations for future performance. 

Possible Parameters: 

  • Identify SMART goals for the upcoming period. 
  • Aligning goals with the company’s objectives and priorities. 
  • Identify areas for growth and professional development. 
  • Setting achievable targets for improvement. 

Performance Review Checklist Template 

Here is a performance evaluation checklist: 

  • Set a date for the evaluation. 
  • Ask the employee to complete a self-evaluation, if required. 
  • Allot sufficient time for the meeting. 
  • Prepare a list of expectations to discuss, like:
    • Employee’s primary responsibilities; ensure accuracy with the current job description. 
    • How those responsibilities relate to the overall objectives. 
    • Possible ways to improve individual and unit-level performance. 
  • Discuss employee’s
    • Strength areas 
    • Areas for growth 
  • Review 
    • Significant accomplishments from the past year, review previous annual goals.
    • Organizational objectives. 
  • Discuss 
    • Possible barriers to ineffective work performance and job satisfaction in the past year. 
    • Long-term career goals and development need to achieve them. 
  • Plan employee goals for the next review period
  • Identify work-related goals. 
  • Ask employees about undocumented contributions to the unit. 
  • Ask employees about obstacles toward progress. 
  • Verify employee has the resources to accomplish his goals. 
  • Listen to the employee and notice his body language. 
  • Complete the Performance Review form. 
  • Leave open room for negotiations. 
  • Be ready to make tough decisions. 

Post Performance Review Checklist 

A post-performance review checklist is a tool used to evaluate an employee’s performance. It includes questions and options to assess various aspects of their work and identify areas for improvement.  

Here’s a sample post-performance review checklist: 

  1. Did the employee meet their goals and objectives? 
    • Yes
    • No
    • Partially
  2. Did the employee show improvement in their performance from their previous review? 
    • Yes
    • No
    • Partially
  3. Did the employee demonstrate proficiency in their job duties? 
    • Yes
    • No
    • Partially
  4. Did the employee exhibit good time management skills? 
    • Yes
    • No
    • Partially
  5. Did the employee have good attendance and punctuality? 
    • Yes
    • No
    • Partially
  6. Did the employee have good communication skills? 
    • Yes
    • No
    • Partially
  7. Did the employee work well with others? 
    • Yes 
    • No 
    • Partially 
  8. Did the employee take the initiative and demonstrate leadership skills? 
    • Yes 
    • No 
    • Partially 
  9. Did the employee have any areas that need improvement? 
    • Yes 
    • No 
  10. If yes, what areas need improvement? 
  11. Did the employee receive adequate support and training? 
    • Yes 
    • No 
  12. What steps can be taken to improve the employee’s performance? 
  13. Overall, how would you rate the employee’s performance? 
    • Excellent 
    • Good 
    • Satisfactory 
    • Needs Improvement
  14. What are the employee’s strengths and areas of development? 
  15. What goals should the employee set for the next performance review period? 
  16. How can the organizations support the employee in achieving their goals? 
  17. Is there any additional feedback you would like to provide to the employee? 

Steps to be taken after the review: 

  1. Provide feedback to employees, highlighting their strengths and weaknesses. 
  2. Discuss any necessary action plans or goals to improve performance. 
  3. Regularly following up with employees to ensure progress is being made. 
  4. Document the review and action plans. 
  5. Use the review as a basis for training and development programs. 
  6. Consider offering rewards or recognition for exceptional performance. 
  7. Use the feedback to make informed and unbiased decisions about promotions, transfers, and terminations. 

Wrapping it Up 

Thus, a comprehensive performance review checklist helps ensure the performance review process is effective and beneficial for managers and employees. In addition, by evaluating specific criteria across various sections of the organization, the employers can support the employee’s overall development and success. 


1.How often should a performance review be conducted?  

A performance review should be conducted at least once a year, although some companies may choose to conduct them more frequently, such as every six months or quarterly. 

2.What are the benefits of using a performance review checklist?  

 Using a performance review checklist can help ensure that important aspects of an employee’s performance are not overlooked, provide a framework for fair and consistent evaluations, and facilitate open communication between supervisors and employees. 

3.How can I ensure that my performance review checklist is fair and unbiased?  

To ensure that a performance review checklist is fair and unbiased, it should be based on objective criteria such as job duties, goals, and performance metrics, and not on personal opinions or biases. Additionally, feedback should be based on observable behaviors and not assumptions or hearsay. 

4.What should I do if an employee disagrees with their performance review?  

If an employee disagrees with their performance review, it is important to listen to their concerns and provide an opportunity for them to provide additional feedback or clarification. The supervisor should consider this feedback and make any necessary adjustments to the evaluation. 

5.How can I use a performance review checklist to improve employee performance?  

A performance review checklist can be used to identify areas where an employee may need additional training or development, provide feedback and coaching on specific performance issues, and develop a plan for improvement. 

6.Can a performance review checklist be customized for different job roles? 

 Yes, a performance review checklist can be customized for different job roles to reflect the unique responsibilities and performance metrics associated with each position. 

7.What are some common mistakes to avoid when conducting a performance review?  

Some common mistakes to avoid when conducting a performance review include using subjective or personal opinions instead of objective criteria, not providing specific examples of performance, not actively listening to the employee’s feedback, and not developing a plan for improvement. 

8.How can I ensure that the performance review process is transparent and objective?  

To ensure that the performance review process is transparent and objective, it is important to communicate the process and criteria to employees in advance, provide opportunities for feedback and input from employees, and ensure that evaluations are based on objective criteria and not personal biases or opinions. 

cookie image

By clicking “Accept", you consent to our website's use of cookies to give you the most relevant experience by remembering your preferences and repeat visits. You may visit "cookie policy” to know more about cookies we use.