Performance Evaluation for Nonexempt Employees
What this document covers
The Performance Evaluation for Nonexempt Employees form is designed to assess the job performance of nonexempt employees. This structured review is crucial for evaluating how well employees meet the established job requirements and can help organizations identify areas for improvement. Unlike informal reviews, this form provides a standardized approach to performance evaluations, ensuring consistency and fairness in the appraisal process.
Key parts of this document
- Employee information section (name, job title, date of evaluation)
- Performance ratings for various job-related criteria, such as job knowledge and quality of work
- Space for specific comments to support each performance rating
- Goals from the previous appraisal and the employee's achievements
- Overall analysis section for future action and development
- Signature fields for both the manager and employee confirming the review
Common use cases
This performance evaluation form should be used during regular employee review periods, often annually or biannually, to formally assess employee performance. It is especially important when there are changes in job responsibilities, following significant organizational shifts, or in preparation for promotions and salary adjustments.
Intended users of this form
This form is intended for:
- Managers or supervisors responsible for evaluating the performance of nonexempt employees
- HR professionals conducting evaluations and ensuring compliance with performance management policies
- Employees undergoing performance assessments to gain insights into their job performance
Steps to complete this form
- Enter the employee's name, job title, and evaluation date at the top of the form.
- Review each performance area (e.g., job knowledge, quality of work) and select an appropriate rating from the options provided.
- Provide specific comments that justify each rating, noting examples where applicable.
- Assess previous goals set during the last review and document the employee's performance against these goals.
- Complete the overall analysis section, identifying strengths and areas for improvement, and set new goals for the next evaluation period.
- Ensure both manager and employee sign and date the form to confirm discussion and acknowledgment.
Does this form need to be notarized?
This form does not typically require notarization to be legally valid. However, some jurisdictions or document types may still require it. US Legal Forms provides secure online notarization powered by Notarize, available 24/7 for added convenience.
Avoid these common issues
- Failing to provide specific examples to support performance ratings.
- Relying solely on recent performance rather than evaluating the entire review period.
- Not discussing the content of the form with the employee before submission.
- Overlooking employee achievements from previous goals.
- Neglecting to set clear and achievable goals for the upcoming review period.
Why complete this form online
- Easy access and convenient editing from anywhere, allowing for real-time updates and adjustments.
- Reliable documentation that can be securely stored and retrieved when needed.
- Streamlines the performance evaluation process, making it easier to track employee progress over time.
Main things to remember
- The Performance Evaluation for Nonexempt Employees form is essential for standardized employee assessments.
- Clear documentation of performance helps in identifying training needs and future goals.
- Consistent use of this form ensures fairness and promotes constructive feedback between employees and management.
Form popularity
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.
Reflect on feedback. Make a list of your top accomplishments and identify areas for improvements. Gather analytics to show impact. Make a commitment to improve. Set a SMART goal for yourself. Create a plan of action. Communication. Job Performance.
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. Ask for that promotion already!
Have your employee complete self-assessment first. Be open to amendments. Don't make it personal. Focus on strengths. Use concrete examples. Base the review against their job description. Include action items for moving forward. Follow up.
Talk about your achievements. Talk about a raise. Ask about the development of the business. Set clear goals. Give feedback to your manager. Ask how you can help. Suggest tools you need to do your job. Ask for clarification.
Check Your Attitude. "Attitude is very important," says employment consultant Rick Waters. Be Reflective. Assess Your Performance Against the Job Specifications. Keep a File. Find out the Supervisor's Expectations. Get Feedback From Others. Be a Team Player. Plan Ahead.
Communication. Collaboration and teamwork. Problem-solving. Quality and accuracy of work. Attendance, punctuality and reliability. The ability to accomplish goals and meet deadlines.
Collaboration and Teamwork. Think about how other team members see you, how effective are you at collaboration and what are your relationships at work like. Self-motivation. Leadership. Problem Solving. Decisiveness. Ability to work under pressure and Time Management. Communication. Flexibility.
Focus on the job, not the person. Be specific. Consider questions over statements. With positives, stick to process. Connect personally where you can. Get serious but don't get mean.
