While this can be trying, there are many ways in which an employee evaluation form is a positive, perhaps even necessary, aspect of your business.
An employee evaluation form is not just an opportunity for managers to discuss their expectations and evaluations of employees. It also is a chance for employees to make clear their own needs and expectations. When both parties enter an appraisal with a sense of assertiveness and fairness, and when both are realistic and can cooperate and communicate, the outcome can be very beneficial. When you begin your next appraisal, start by waiting for the employee to bring up his concerns. If he does not initially volunteer his thoughts, ask questions and attempt to learn what most motivates him, as well as what he finds most discouraging and what he would like to see changed. When the employee’s needs are being considered, he will be more enthusiastic about considering yours as well.
Employee Evaluation Form: Non-Template
- 0.1 Performance Factors
- 0.2 ADDITIONAL PERFORMANCE FACTORS
- 1 GOALS / OBJECTIVES / SPECIAL PROJECTS ASSIGNED DURING THE REVIEW PERIOD
- 1.1 Employee Evaluation Form: Increase Motivation and Improve Job Performance
Employee Evaluation Form: Example
EMPLOYEE EVALUATION FORM
|Review Period From:||To:|
|Review Date:||(End of the month following the “To:” date)|
|Name:||Employee ID Number:|
|Department or Office:|
Employment Category: Non-Exempt Exempt
v The supervisor and employee meet at the beginning of the review period and together identify and prioritize three to five primary job responsibilities from the employee’s job description. Goals, objectives, and special projects may be identified at any time throughout the review period.
v At the end of the review period, the employee self-evaluates his or her performance (job responsibilities, performance factors, and goals/objectives) using the rating scale, completes Part I of the Career Development section, and returns the form to the supervisor.
v The supervisor evaluates the employee’s performance of job responsibilities, performance factors, and goals/objectives using the rating scale. Supervisor comments are REQUIRED for any evaluation of “Exceeds Expectations”, “Improvement Needed”, “Fails to Meet Expectations”, and for the OVERALL rating.
v The supervisor then meets with the employee and together they discuss the ratings, complete Part II of the Career Development section, and sign and date the form. The review form is then forwarded to the Human Resources Department (Employee Relations) for review and filing.
v The job description is to be reviewed annually and updated, if appropriate. If significant changes are made, the supervisor submits an updated copy to the Human Resources Department together with the completed review form.
E – EXCEEDED EXPECTATIONS: A preponderance of the employee’s work exceeded expectations. The employee consistently did outstanding work, regularly going far beyond what is expected of employees doing this type of work. Performance that exceeded expectations was due to the effort and skills of the employee.
M – MET EXPECTATIONS: Performance fully met the established job expectations, and may on occasion have exceeded expectations. The employee generally performs very well and requires little additional guidance.
I – IMPROVEMENT NEEDED: Performance met some of the job expectations but did not fully meet the remainder. The employee generally performs at a minimal level and improvement is needed to fully meet expectations. Performance deficiencies were due to the employee’s lack of effort or skills.
F – FAILED TO MEET EXPECTATIONS: Performance generally failed to meet the established expectations or required frequent, close supervision and/or the redoing of work. The employee did not perform at the level expected for employees doing this type of work. Unacceptable job performance was due to the employee’s lack of effort or skills.
|Knowledge of Work: Understands assigned duties and responsibilities; establishes priorities and plans work; uses appropriate procedures, tools, equipment and materials for assigned work.|
|Quality of Work: Work is complete, neat, accurate, timely and thoughtful.|
|Quantity of Work: Completes all assignments within specified time limits; adjusts to unexpected changes in work demands to meet timetables.|
|Initiative: Self-starter requires minimal supervision, requests additional assignments or responsibilities; suggests and implements improved work methods.|
|Cooperation: Projects a positive work attitude; relates effectively with coworkers, supervisors, and others; uses tact and diplomacy/acts professionally at all times.|
|Problem Solving: Identifies problems, secures relevant information and implements solutions.|
|Planning and Organizing: Establishes and manages work priorities; efficiently allocates time and utilizes available resources appropriately; effectively handles multiple assignments.|
|Communications: Effectively expresses self in individual or group situations; message is clear, concise and easily understood; listens carefully to others.|
|Attention to Safety: Assists in the creation of a safety culture by working in a safe manner; reports unsafe situations and accidents; follows safety procedures; requests and uses safety equipment and safety techniques; and participates in safety training.|
|Attendance/Punctuality: Dependable, present at work and on time. Absences are properly scheduled and reported.|
EMPLOYEES WITH SUPERVISORY RESPONSIBILITIES
|Leadership: Effectively accomplishes work through others; inspires confidence, provides clear direction, communicates constructive feedback, provides on-the-job training; recognizes and resolves problems.|
|Development of Staff: Recognizes and develops skills and abilities of other staff or students in order to promote professional development and to meet departmental and university objectives; plans and assigns work effectively and equitably.|
ADDITIONAL PERFORMANCE FACTORS
(These are specified factors unique to the position being reviewed.)
GOALS / OBJECTIVES / SPECIAL PROJECTS ASSIGNED DURING THE REVIEW PERIOD
|Goal/Objective/Special Project||Results Achieved|
OVERALL RATING – JOB RESPONSIBILITIES, PERFORMANCE FACTORS,
Part I: List training programs, conferences, and courses attended during review period to improve present job skills or for career development.
|Part II: List developmental steps to improve performance and/or prepare for future responsibilities.|
EMPLOYEE’S OVERALL RATING COMMENTS:
SUPERVISOR’S OVERALL RATING COMMENTS:
*Your signature indicates only that you have read and discussed this performance review with your supervisor. It does not necessarily mean that you agree with the comments. If you disagree with your review, explain, either in the space above or on a separate page, the specific areas of disagreement. You may request a copy of the performance review from your supervisor.I have reviewed the employee’s job description:
It is accurate and up-to-date; or
It needs revisions – which is my responsibility.
At least one Interim Review was conducted with the employee during the review period.
*Employee Signature Date Supervisor Signature Date
I have reviewed this evaluation:
Department/Office Head (or Designee) Signature Date
Employee Evaluation Form: Increase Motivation and Improve Job Performance
While it is important, an employee evaluation form is not just a place to focus on where your employee needs improvement. Take the time to interact with employees and offer them incentives and recognition while rewarding their strengths with praise and financial rewards. This will help them develop a sincere desire to excel at their work. Some ways you can improve their motivations include giving them direction, career coaching, creating a positive environment, learning what would make work more fun for them and recognizing their accomplishments.
Employee Evaluation Form: Help to Evaluate Hiring and Other HR Policies
By tracking the successes and difficulties with an employee evaluation form, you can look for patterns in your business practices that may be influencing productivity. Employers can use data from the employee evaluation form to track the effectiveness of changes in your hiring practices over time. Follow the yearly data collected from evaluations to determine whether the effectiveness of new hires and new training techniques are improving, maintaining or diminishing the quality of your work force.