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Task Qualification Checklist


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Task Qualification Checklist The Task Qualification Checklist explains how to assign the best employee to specific tasks by considering the employee’s knowledge, experience and attitude. The checklist will be helpful for HR managers, supervisors, recruiters and other people looking for better ways of managing employee tasks.

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1. Overview.

  • Meaning. Task qualification refers to a composite of knowledge, experience and attitudes required for an employee to perform specified tasks and jobs. In other words, it is a set of criteria an employee needs to comply with in order to be able to do assigned tasks at a required performance level.
  • Criteria. There are three major criteria to evaluate task qualification of an employee or a job seeker. Below in this checklist we describe the criteria.
    • Knowledge
    • Experience
    • Attitude

2. Knowledge.

  • Overview. When we talk about task knowledge, we mean some information and abilities a person must know and have to do some job. Below we describe 4 requirements an employee is supposed to meet to prove his/her knowledge.
  • Describe a task. If a worker can describe an assigned task, then most likely he/she understands the task and has necessary knowledge to complete it.
  • Evaluate a task. If a worker knows how to check a task against progress, goals, costs and expectations, then this person can estimate task performance and determine if there’s a need to strengthen or weaken the implementation effort.
  • Revise a task. If an employee knows how to make necessary changes to a task, then most likely this individual can efficiently respond to changes if needed.
  • Report on a task. If an employee realizes when and how to report on an assigned task, then this person can communicate necessary information about the task to senior management and colleagues.

3. Experience.

  • Overview. Every kind of work requires a person to have an appropriate experience level because otherwise any specific task could be performed by any worker, even if this worker has never done this or similar task before. In this regard, it is important to focus on experience when choosing which employee to assign to a given task. Please view the following considerations on this point.
  • Period. How many days/weeks/months/years has a worker spent on doing similar tasks? For example: your employee has a 2-year experience in leading project teams. But you need a person with a 5-year experience in team leading. Obviously the candidate doesn’t match the requirements. So look for other candidates.
  • Qualification. What tools, equipment and systems did an employee use to do similar tasks in the previous occupation/employment place? You must be sure that the qualification level of your worker is sufficient for performing tasks.
  • Mistakes. How many mistakes or faults has a person made when doing similar tasks? You can check this information by reviewing job records and history of your worker as well as by requesting the previous manager/employer.

4. Attitude.

  • Overview. Employee attitude determines how willingly a worker does an assigned task. If your candidate expresses readiness to do more work at less time, then this person has more changes to get a new job or assignment. Take the following items into consideration when examining employee attitudes.
  • Initiative. A better employee is an employee demonstrating initiative and performing more tasks without prodding.
  • Change management. An ability to adequately react to ...

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