Employee Performance Appraisal
What this document covers
The Employee Performance Appraisal form is a crucial tool for assessing an employee's job performance within an organization. This form utilizes a rating scale to provide structured feedback on various aspects of an employeeâs work, helping managers to evaluate strengths, identify areas for improvement, and support professional development. Unlike other performance reviews that may lack specific criteria or structure, this form offers a clear framework for assessment, ensuring consistency and fairness in evaluations.
Main sections of this form
- Employee information sections: Name, department, and position titles.
- Reviewer information section: Name and title of the person conducting the appraisal.
- Performance rating scale: Ranges from 1 (Inadequate) to 5 (Exceptional) for each performance category.
- Key performance areas: Includes quantity of work, quality of work, job knowledge, initiative, dependability, and adaptability.
- Reviewer comments: Required fields for providing detailed feedback for each performance category.
- Employee comments section: Space for the employee to provide their own feedback or comments on the review.
When this form is needed
This performance appraisal form is ideal for use during scheduled performance reviews, typically conducted annually or bi-annually. It is also useful when conducting mid-year reviews, onboarding assessments for new employees, or following significant changes in an employee's role. Utilizing this form helps organizations maintain a standardized approach to performance evaluation and ensures employees receive meaningful feedback on their progress and development.
Who this form is for
- Managers or supervisors looking to evaluate the performance of their team members.
- Human Resources personnel involved in employee assessments and development planning.
- Employees who wish to understand their performance levels and areas for growth.
- Companies aiming for structured performance management processes and clear communication of expectations.
How to prepare this document
- Identify the employee being appraised, including their full name and department.
- Complete the reviewer sections with the necessary details of the person conducting the appraisal.
- Utilize the performance rating scale to evaluate the employee in each key performance area.
- Provide constructive comments in the evaluator comments sections to clarify the ratings given.
- Encourage the employee to review and comment on the appraisal in the designated sections.
- Obtain signatures from both the reviewer and the employee to confirm that the appraisal has been discussed.
Does this document require notarization?
In most cases, this form does not require notarization. However, some jurisdictions or signing circumstances might. US Legal Forms offers online notarization powered by Notarize, accessible 24/7 for a quick, remote process.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Common mistakes
- Leaving sections incomplete, which can lead to a lack of clarity in the appraisal.
- Failing to provide specific examples in the comments that justify the ratings given.
- Not including employee input, which can affect their perception of the review process.
- Overlooking the need to clarify performance expectations prior to the review period.
Advantages of online completion
- Convenience of completing and submitting the appraisal from any location.
- Editability allows for adjustments and updates to feedback as necessary.
- Reliable documentation for both the reviewer and the employee to reference and keep a record of their discussions.
- Digital forms can streamline the performance appraisal process, reducing paperwork handling.
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FAQ
Be proud. One major goal of the self-evaluation is to highlight your accomplishments and recollect milestones in your professional development. Be honest and critical. Continuously strive for growth. Track your accomplishments. Be professional.
Pull out your annual goals. Include additional achievements. Pore over the next level's JD. Stay objective and honest. Mindfully highlight the mistakes. Don't be a know-it-all.
Review the employee's job description. Get a current copy of each person's job description and review the requirements. Highlight areas of improvement. Compare strengths and weaknesses. Recommend actionable goals. Provide constructive feedback. Welcome employee input.
5 Narrow your accomplishments list down. 6 Don't forget to align your review with your manager's or team's goals. 7 Stay positive when describing your challenges. 8 Keep the focus on you. 9 Don't forget to ask for growth opportunities.
Highlight your accomplishments. Gather data to showcase your achievements. Align yourself with the company. Reflect objectively on any mistakes. Set goals. Ask for anything you need to improve. Get a second opinion.
Communication. Collaboration and teamwork. Problem-solving. Quality and accuracy of work. Attendance, punctuality and reliability. The ability to accomplish goals and meet deadlines.
Pull out your annual goals. Include additional achievements. Pore over the next level's JD. Stay objective and honest. Mindfully highlight the mistakes. Don't be a know-it-all.
Be Positive And Honest. Two-way Communication. Set Specific Achievable Goals. Achievements. Interpersonal Skills. Attendance And Punctuality. Communication Skills.
