Employee Performance Review
Overview of this form
The Employee Performance Review form is a structured document used to assess an employee's work performance during a specific review period. This form helps supervisors provide constructive feedback and identify areas for improvement. Unlike informal feedback methods, this standardized template ensures consistency and fairness in evaluations across all employees.
Key components of this form
- Performance levels (1 to 5) to gauge employee effectiveness
- Specific criteria for each performance level, defining expectations clearly
- Sections for employee self-assessment
- Goals and objectives for the next review period
- Space for additional comments and recommendations
When this form is needed
This form is essential during scheduled performance evaluations, typically occurring annually or semi-annually. It is useful during onboarding for new hires to set performance expectations, when promoting or demoting employees, or when addressing performance issues that require documentation.
Who should use this form
- Employers and HR managers conducting employee performance assessments
- Supervisors and team leaders needing a structured evaluation tool
- Employees looking for clarity on performance expectations
- HR professionals involved in talent management and development
Completing this form step by step
- Start by identifying the employee being reviewed.
- Select the applicable performance level based on the established criteria.
- Fill out the employee self-assessment section to capture employee insights.
- Outline goals and objectives for the upcoming review period.
- Add any additional comments to provide context or recommendations.
Notarization guidance
Notarization is not commonly needed for this form. However, certain documents or local rules may make it necessary. Our notarization service, powered by Notarize, allows you to finalize it securely online anytime, day or night.
Typical mistakes to avoid
- Failing to provide specific examples for performance ratings.
- Not including the employee's self-assessment, missing their perspective.
- Neglecting to set clear goals for future performance.
- Using vague language that does not convey clear feedback.
Why complete this form online
- Convenient access to a standardized template at any time.
- Easy edits to customize the form for different employees.
- Reliable documentation that can be securely stored and tracked.
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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.
Make it specific. If your positive feedback is vague, they won't know which of their skills are good and which ones they need to improve. Give it in a timely manner. Let others see it. Praise everyone eventually. Explain their impact. Give the right amount of praise.
"You're a likable person." "You can come off a bit bossy at times." "You need to pay more attention to your tone." "You need to take the emotion out of it." "There's nothing more you can be doing." "You could have done a better job with project."
Some examples of positive feedback are contractions in child birth and the ripening of fruit; negative feedback examples include the regulation of blood glucose levels and osmoregulation.
Review past and present performance. If you only do formal reviews once a year, it's easy to provide feedback only for things that are fresh in your mind. Be honest and clear. Provide concrete examples. Choose your words carefully. End on a positive note.
When writing positive feedback, you should make sure you're being specific about a team member's skills or contributions. Explain the impact they've had on your company, and make sure to express your gratitude.
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.
3. You said/you did2026 It's communication 101 when discussing a sensitive topic, never lead with you statements. In a performance review, this might include statements like you said I was going to get a raise, you didn't clearly outline expectations, etc.
