Why Use Results-Oriented
Employee Management Forms

Start with the job description. Confirm that it accurately reflects job expectations.

The job qualifications form uses the same words that are already in the job description so you can gauge specific job experiences applicable to the job you are filling. Job requirements are not rewritten into generic job knowledge, skills and abilities statements and listed separately as they typically are. For example, the job description for a Waiter/Waitress reads, “Helps diners select food and beverages” which is much clearer than a generic statement, “Must have good communication skills.”

The job interview form inserts standard questions just below each job result in the job description. In this way, in an interview, you can follow a consistent pattern of questions for each job responsibility, but more important, the questions remain in the job context and do not wander into nice but unimportant and inefficient discussions.

The orientation form follows the job description faithfully so that you can be sure to check-off all pertinent job responsibilities and procedures as you explain them to a new employee, or makes notes about additional coaching and training that may be required.

The coaching and training form specifies all job requirements so that knowledge, skills and abilities that either need improvement or will lead to job growth can be thoroughly examined.

The performance appraisal form inserts a standard four-anchor appraisal scale just below each job result in the job description. We do not believe in generic appraisal forms that are used for all jobs. The key to successful appraisals, we believe, is an evaluative judgment about each and every specific job responsibility. We also do not believe in behavioral scales aimed at personal qualities, “Cooperation” for example, because judgments about an employee’s cooperativeness, unless rated at the highest level, bring nothing but bad feelings to the manager-employee relationship.

Job Standards (benchmarks, references, yardsticks) can be added to job descriptions to clarify how well work must be accomplished.

Job Objectives (goals, targets) can be added to job descriptions to draw attention to results that need to be accomplished during the current performance period.