Work Performance Questionnaire (WPQ) – Supervisor Instructions

The WPQ provides a performance snapshot and the ability to compare the employee’s perceptions to their supervisor’s perceptions.

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The Work Performance Questionnaire (WPQ) is a set of generic questions covering aspects of an employee’s performance and behaviour within the work environment. It provides a performance snapshot and the ability to compare the employee’s perceptions to their supervisor’s perceptions. Comparing the completed questionnaire helps initiate conversations around recognising good performance, identifying any areas for development and setting goals for growth.

How to complete the questionnaire

  • Separately, the employee and supervisor complete their own copy of the WPQ.
  • Let the employee know they should complete theirs. Give them a deadline.
  • It will take between 30 minutes and 1 hour to complete.

When you are ready to complete the questionnaire

  • Read each statement, and select the option that best matches the employee’s performance
    • Frequency means how often they are achieving the behaviour.
    • Independence indicates how much guidance or assistance they require to meet that frequency.
  • You can opt to use the comments section to explain your answer. This can help reinforce the feedback you provide. You will be discussing this with the employee, so real examples will be helpful. 
  • Provide positive feedback. It is important to recognise what your employee does well.
  • Provide strategies and suggestions for the employee’s development.
  • When you have completed the questionnaire, organise a time to compare results with the employee once they have completed their copy. 

The employee / supervisor meeting

Once the employee and supervisor have completed their questionnaires, they meet to compare the results. This meeting can take up to an hour depending on the discussions.

  • Discuss differences and provide examples. The employee may have a totally different view so examples will help them understand your position. They may do the same!  
  • Recognise good performance – it is easy to overlook.
  • Discuss different strategies and approaches for improving low ratings. Document these strategies and create a plan to implement the strategies and revisit before the next WPQ.
  • Use the strategies created in this meeting as a basis to measure any improvements when the  WPQ process is next run.

The ability to self-reflect on one’s own experiences or internal processes is a common inherent difficulty for individuals on the autism spectrum. Work performance self-reflection and self-assessment can therefore be tricky for some people. The WPQ tool is designed to be a catalyst for a structured conversation to promote the development of your employee. In cases where self-assessment and supervisor assessment ratings differ it is important to have considerate and factual conversations around why their ratings differ from yours. You should also give your employee the opportunity to defend their ratings.

NOTE: The WPQ is a framework to conduct regular work performance discussions. We recommend that they are done monthly but may be able to decrease in regularity depending on the employee. If you already have a performance review process that works well you can continue to use it.

If the WPQ form or subsequent meeting causes distress to your employee it should not be completed.

The WPQ has been used across a number of organisations for several years with positive outcomes. It has been designed to create a safe discussion space for employer and employee. It provides predictability for an autistic employee as they can prepare for the meeting, providing their self-assessment and workplace examples on the form. 

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