Monitoring progress and performance during new and ongoing work arrangements is essential. Clarifying, proposing and planning are vital steps. But the best-laid plans often undergo challenge and change right from the beginning. It is extremely important to treat any new and ongoing schedule as a work-in-progress. Regular check-ups and check-ins should not be ignored, even when things seem to be going smoothly.

It is in the best interest of both the employee and manager to establish periodic evaluations. Informal conversations should happen as part of the ongoing supervision process. But a structured review, especially of the serious changes embodied in work redesign and knowledge transfer processes offers the opportunity to identify any challenges at an early stage when effective adjustments can be made.

Experience suggests that a systematic assessment should occur within the first three to six months of a new schedule. You can use a standard method available to you and your manager or a version of the tool below and follow these steps:

1. The employee should fill out this assessment.

2. The manager could then fill out a comparable form or review and comment on the employee document.

3. They should then meet to discuss areas of alignment and any differences between the two.

4. Plans should then be made to continue with or without modifications.

After that an annual evaluation, perhaps as part of the regular performance review process, should occur. If issues arise in the quarterly review, an earlier follow-up should be scheduled.

The three-month check in can be based on this form:

Quarterly Employee Assessment

Based on the last three months experience, I would characterize this period of my  ______________________  arrangement as:

1) Strongly agree  2) Agree  3) Neither agree nor disagree  4) Disagree 5) Strongly disagree

Select one in each category.