CHECKLIST FOR INDIVIDUAL DEVELOPMENT
| 1 | Have I agreed with each member of my team his/her main responsibilities and standards of performance by which we can both recognise success? |
| 2 | Has he/she a continuing list of agreed short-term targets for the improvement of his/her performance, each with an agreed completion date? |
| 3 | Does he/she have the resources necessary to achieve the agreed performance standards (including sufficient authority)? |
| 4 | Have I made adequate provision for the training and (where necessary) retraining of each person? |
| 5 | In the event of success, do I acknowledge it and build on it |
| 6 | In the case of failure, do I criticise constructively and give guidance on improving future performance? |
| 7 | Does the individual see some pattern of career development? If he/she is about to retire does he/she need help in meeting the problems of retirement? |
| 8 | Can I remove some controls, though still retaining my accountability? e.g. can I cut down the amount of checking I do, holding him/her responsible more and more for the quality and accuracy of his/her work? |
| 9 | Is the overall performance of each individual regularly reviewed in face-to-face discussion? |
| 10 | If, after opportunities for training and development, an individual is still not meeting satisfactory standards, do I try to find a position for him/her more nearly matching his/her capacity - or see that someone else does? |
| 11 | Do I know enough about the members of my team to enable me to have an accurate picture of their needs, aptitudes, and attitudes within the work situation? |
| 12 | Do I give enough time and personal attention to matters of direct concern to the individual when communicating information? |
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