Monthly Staff Performance Review Checklist for Local Government
A checklist for conducting structured monthly performance conversations with team members, reviewing progress against goals and setting objectives for the month ahead.
Supports Local Government Act compliance, freedom of information requirements, and public accountability standards.
Complete Checklist
- 1Review the employee's goals and targets set at the beginning of the monthCritical
- 2Gather performance data and metrics relevant to the employee's role
- 3Collect feedback from colleagues, community members, or other stakeholders
- 4Assess performance against each agreed KPI or objectiveCritical
- 5Prepare specific examples of strong performance and areas for improvement
- 6Discuss achievements and recognise positive contributions
- 7Address any performance gaps constructively with clear expectationsCritical
- 8Review progress on the employee's professional development plan
- 9Identify training or support needed for the coming month
- 10Set clear, measurable goals for the next month
- 11Discuss career aspirations and long-term development opportunities
- 12Review attendance, punctuality, and adherence to workplace policies
- 13Agree on any adjustments to the employee's responsibilities or workload
- 14Document the conversation outcomes and agreed actionsCritical
- 15Schedule the next monthly review and confirm expectations
Frequently Asked Questions
How do we set meaningful monthly goals for employees?
Use the SMART framework: goals should be Specific, Measurable, Achievable, Relevant, and Time-bound. Align individual goals with team and council objectives. Involve the employee in setting their goals to increase buy-in. Include a mix of output goals and development goals so employees grow professionally while delivering results.
How do we make monthly performance reviews feel less formal and more productive?
Frame them as supportive conversations rather than evaluations. Focus on progress, growth, and removing obstacles. Ask questions and listen rather than only giving feedback. Conduct them in a relaxed setting and keep the tone collaborative. When employees see reviews as helpful rather than punitive, engagement and honesty improve significantly.
What should we do when an employee is consistently underperforming?
First, ensure the performance expectations and support are clear and fair. Have a direct conversation about the gap between expected and actual performance, document the discussion, and agree on a specific improvement plan with a timeline. If performance does not improve despite support, follow your disciplinary process and seek HR or legal advice if needed.
Need help implementing these checks into your daily operations?
Our team can build custom checklists integrated into your daily operations workflow.