Staff Performance Appraisal
About this form
The Staff Performance Appraisal form is a tool used to evaluate the performance of employees within an organization. This form differs from other performance evaluation tools by providing a structured format that includes self-assessment, supervisory review, and performance factor ratings. It is designed to facilitate constructive feedback, promote professional development, and ensure that job responsibilities are clearly defined and assessed.
Main sections of this form
- Confidential section for the staff member's personal and job details.
- Self-assessment section for the employee to list major responsibilities.
- Supervisor's review section to comment on responsibilities and suggest changes.
- Performance factor ratings that evaluate various aspects of job performance.
- Signature sections for both the supervisor and staff member, acknowledging the appraisal.
Situations where this form applies
This form is typically used during performance review periods, which may occur annually or semi-annually, depending on the organization's policies. It is essential for structuring discussions about employee performance, setting future goals, and identifying areas that need improvement. Using this form promotes transparency and accountability between staff members and supervisors.
Who should use this form
The Staff Performance Appraisal form is intended for:
- Employees seeking to understand their performance and gain feedback.
- Supervisors responsible for evaluating their team members' performance.
- Human resources professionals involved in managing employee evaluations and development.
Completing this form step by step
- Enter the name, job title, department, and supervisor's name in the designated fields.
- In Section I, the employee lists their major responsibilities in order of importance.
- Forward the completed section to the supervisor for review.
- In Sections II, III, and IV, the supervisor reviews the responsibilities and assesses performance using defined ratings.
- Both the supervisor and staff member sign the form to acknowledge completion and understanding.
Does this form need to be notarized?
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.
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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.
Typical mistakes to avoid
- Not completing the self-assessment thoroughly before submitting it to the supervisor.
- Neglecting to provide comments on performance factors during the supervisor's review.
- Failing to return the signed form within the specified timeframe.
Advantages of online completion
- Convenience of accessing and filling out the form from any location.
- Editability allows for easy adjustments and updates before final submission.
- Reliable storage of completed forms for future reference and compliance.
Summary of main points
- The Staff Performance Appraisal form is a structured tool for evaluating employee performance.
- It includes sections for self-assessment and supervisory review to promote effective communication.
- Proper completion of this form is essential for accurate performance evaluations and career development.
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FAQ
A Clear Appraisal Process. Standards Must Be Objective and Equally Applied. The Appraisal Must Be a Review. The Appraisal Must Be a Tool for Development. The Appraisal Must Allow for Employee Feedback. The Appraisal Must Include an Action Plan.
A performance appraisal is a regular review of an employee's job performance and contribution to a company. Companies use performance appraisals to determine which employees have contributed the most to the company's growth, review progress, and reward high-achieving workers.
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.
Set clear expectations. Provide them on the first day of employment. Provide feedback all year. Ask first, tell later. Do not complete the form until you have the discussions. Guarantee no surprises at the annual meeting.
There are a number of performance appraisal methods, but three performance appraisal methods are 360-degree feedback, forced distribution and management by objectives.
Be Positive And Honest. Two-way Communication. Set Specific Achievable Goals. Achievements. Interpersonal Skills. Attendance And Punctuality. Communication Skills.
The four elements of Purpose, Outcomes, Accountability and Teamwork need to be used as the foundation of a performance culture.
An effective performance appraisal is a two-way, personalised conversation between appraiser and appraisee. It should incorporate: Feedback on the employee's contribution to individual, team and corporate goals.
Performance appraisal has three basic functions: (1) to provide adequate feedback to each person on his or her performance; (2) to serve as a basis for modifying or changing behavior toward more effective working habits; and (3) to provide data to managers with which they may judge future job assignments and
