Illinois Employee Evaluation Form (Upon Separation)
Description
How to fill out Employee Evaluation Form (Upon Separation)?
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FAQ
In Illinois, you are not required to provide a terminated employee, whether the employee quit or was fired, with a termination letter. The only item you must give an employee at the time of an involuntary termination is a pamphlet from the Illinois Department of Employment Security called What Every Worker
An employee may seek review of his/her personnel records up to one year after leaving employment. Although certain documentation is exempt, an employee must be provided an opportunity to inspect his/her personnel records.
How to write an employee evaluationGather employee information. Gather required information related to the employee to get the full picture of their value to the company.List employee responsibilities.Use objective language.Use action verbs.Compare performance ratings.Ask open-ended questions.Use a point system.
All Personnel Files and Training Records: 6 years from the end of employment. Redundancy Records: 6 years. Sickness Absence Records: A minimum of 3 months but potentially up to 6 years after employment ends.
When you fill the form:Be honest and critical. Analyze your failures and mention the reasons for it.Keep the words minimal.Identify weaknesses.Mention your achievements.Link achievements to the job description and the organization's goals.Set the goals for the next review period.Resolve conflicts and grievances.
A former employee has the right to inspect personnel files within 10 business days after making a request. A written request to check files is required. Employers must keep files of former employees for at least one year after termination.
What to Include in an Employee Evaluation Form?Employee and reviewer information. The form must have basic information about both parties involved.Review period.An easy-to-understand rating system.Evaluation points.Goals.Extra space for comments.Signatures.Scorecard.More items...?
The employer should retain the records in question for three years after termination of employment.
A written request to check files is required. Employers must keep files of former employees for at least one year after termination.
How Long Should Records Be Retained: Each employer shall preserve for at least three years payroll records, collective bargaining agreements, sales and purchase records.
