Checklist - After the Appraisal Interview
About this form
The Checklist - After the Appraisal Interview is a useful document designed to help managers ensure thorough communication with employees following their performance appraisals. This checklist serves as a structured guide that verifies all critical elements of the appraisal discussion were covered. Unlike other appraisal forms, this checklist focuses specifically on post-interview actions and follow-ups to enhance employee understanding and engagement.
Key parts of this document
- Goals and objectives discussed with the employee
- Acknowledgment of areas of agreement and disagreement
- Evaluation of positive skills and growth potential
- Recognition of the employee's accomplishments
- Identification of areas needing improvement
- Specific goals for improvement set
- Training and development recommendations
- Consequences for not meeting expectations explained
When this form is needed
This checklist should be used immediately after conducting an appraisal interview. It is essential for ensuring that all elements of the appraisal are communicated clearly to the employee. Use this form when you want to confirm that feedback was given comprehensively and to establish a clear path forward for employee development.
Who needs this form
- Managers conducting performance appraisals
- Human resources professionals
- Team leaders responsible for employee development
- Anyone involved in performance reviews and employee evaluations
Completing this form step by step
- Review the notes from the appraisal interview.
- Check off each item in the checklist to ensure all points were discussed.
- Gather feedback from the employee regarding the appraisal.
- Make notes on any additional comments from the employee.
- Provide a copy of the completed checklist to the employee and retain one for your records.
Notarization guidance
This form does not typically require notarization to be legally valid. However, some jurisdictions or document types may still require it. US Legal Forms provides secure online notarization powered by Notarize, available 24/7 for added convenience.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Common mistakes to avoid
- Not discussing all listed goals and objectives.
- Failing to encourage employee feedback during the review process.
- Using vague language instead of specific examples in discussions.
- Skipping over areas of disagreement without addressing them.
Benefits of completing this form online
- Convenience of accessing and completing the checklist from any device.
- Editability allows for quick updates and changes.
- Reliable storage and retrieval of appraisal records.
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FAQ
Be Positive And Honest. Two-way Communication. Set Specific Achievable Goals. Achievements. Interpersonal Skills. Attendance And Punctuality. Communication Skills.
Collaboration and Teamwork. Think about how other team members see you, how effective are you at collaboration and what are your relationships at work like. Self-motivation. Leadership. Problem Solving. Decisiveness. Ability to work under pressure and Time Management. Communication. Flexibility.
Step 1: Prepare for the interview. First, collect the data. Step 2: Give the employee sufficient information to be able to understand the communication. Step 3: Conduct the interview properly.
With a checklist scaleA performance evaluation method in which a series of questions is asked and the manager simply responds yes or no to the questions., a series of questions is asked and the manager simply responds yes or no to the questions, which can fall into either the behavioral or the trait method, or both.
5 Narrow your accomplishments list down. 6 Don't forget to align your review with your manager's or team's goals. 7 Stay positive when describing your challenges. 8 Keep the focus on you. 9 Don't forget to ask for growth opportunities.
Talk about your achievements. Talk about a raise. Ask about the development of the business. Set clear goals. Give feedback to your manager. Ask how you can help. Suggest tools you need to do your job. Ask for clarification.
Communication Skills. Team Player. Attention to Detail. Customer Service. Interpersonal Skills.
Avoid being vague instead be more specific. Let your employer analyze you and give feedback. Never compare yourself with other employees. Never use the word that's not my job Don't ask for it (raise in pay) Professionals suggests so!
That wasn't my fault It's human nature to defend yourself. Yes, yes, yes You said/you did2026 But2026 It was really a team effort This isn't fair Can I have a raise? That's not part of my job description
