Performance Appraisal Examples

Performance appraisal examples are popular with organizations, human resource department, managers. Organizations, departments of human resources, managers often use performance appraisal examples to make assessments on their staff/employees.

The below information will help you form an efficient performance appraisal. This information will help you develop your effective Performance appraisal.

Performance Appraisal Examples: Areas Evaluated

Review Performance Appraisal ExamplesApproach to work

Measures initiative, innovation, planning and organization, creative problem solving, leadership.

Attendance

Measures punctuality and dependability.

Customer Service

Measures demonstrated ability to work effectively with the public, including anticipating need, treating all patrons respectfully, positive demeanor, and protecting confidential information.

Interpersonal Relations

Measures demonstrated skills of working as part of a team, effective communication strategies (i.e., active listening), and conflict resolution. Communication is often its own category.

Quality and Quantity of Work

Measures productivity. May include work speed and accuracy, wise use of time, initiative, following directions, attention to detail, follow-through, innovation, adherence to deadlines, examples of projects/work accomplished. May evaluate specific areas of responsibility. Assess past year’s goals.

Safety

Measures demonstrated knowledge of safe work habits, use of equipment, emergency procedures.

Technical Skills/Job Knowledge

Measures demonstrated understanding and application of essential skills required to do the job, willingness to assist others when asked, and willingness/ ability to learn new skills when needed.

Goals for the Year (including professional development)

After reviewing the job description and employee performance, establish a few goals for the coming year. These may be in “areas of growth” (skills that need improvement or reflect new knowledge/skills to be acquired over the year).  Include an action plan to help ensure goals are met. This may include participation in trainings or workshops.

Performance Appraisal Examples: Common Ratings

Many performance appraisal examples use rating systems. As they are often a component of the evaluation process, the following is a list of commonly used ratings:

  1. Not applicable – The employee is not required to perform a specific skill or measured activity.
  2. Unacceptable/Expectations Not Met – Consistently performs below defined expectations.  Specific action plans must be developed to address issues.
  3. Needs Improvement/Approaching Acceptable – Frequently performs below defined expectations or made improvement from previous evaluation, but not performing to expectations. Needs to demonstrate growth; Specific actions plans must be developed to address issues.
  4. Satisfactory/Meets Expectations/Proficient – Consistent, solid work performance, consistently meeting standards of job performance, and at times exceeds expectations.
  5. Outstanding/ Exceeds Expectations – Consistently performs above expectations. Thinks beyond the details of the job and contributes to the “big picture”  goals. Demonstrates leadership abilities, innovation, independence, and effective problem solving skills.

Performance Appraisal Examples: Employee Input

Many performance appraisal examples follow the same format of the supervisor’s evaluation.

Performance appraisal examples may ask employee to comment on:

  • Major accomplishments and key contributions
  • Overview of job responsibilities and how well performed
  • Uncompleted goals/Things to improve, change, or learn – what impeded them, what might be done to help get them accomplished in the coming year
  •  Goals for coming year and suggested action plan