Model Performance Evaluation - Appraisal Form for Hourly, Exempt, Nonexempt, and Managerial Employees
What is this form?
The Model Performance Evaluation - Appraisal Form for Hourly, Exempt, Nonexempt, and Managerial Employees is a key tool for employers to assess and record employee performance across various job classifications. This form helps ensure a consistent evaluation process, enabling feedback and planning for employee development.
Key components of this form
- Date and employee information fields, including name, position, and department.
- Sections for listing employee strengths and major accomplishments over the past year.
- Opportunities for improvement and proposed development areas for the next twelve months.
- Rating of overall performance with defined performance levels.
- Space for outlining future career goals in short, medium, and long-range terms.
- Required signatures of both the manager and the employee at the end of the evaluation.
When to use this form
This performance evaluation form is beneficial for regular employee assessments, typically conducted annually or biannually. It is best utilized when you aim to provide formal feedback, celebrate accomplishments, identify areas for improvement, and discuss future goals with your employees.
Intended users of this form
- Employers and HR professionals of organizations of all sizes.
- Managers responsible for evaluating the performance of their team members.
- Supervisors who want to facilitate employee development and improve workplace productivity.
- Any organization seeking a standardized method for performance reviews across different job classifications.
Completing this form step by step
- Fill in the date, employee's name, position, company, and department accurately.
- Identify and describe the employee's strengths and major accomplishments from the past year.
- Consider areas for improvement and outline development plans for the next twelve months.
- Select the appropriate rating for the employee's overall performance during the review period.
- Discuss and record the employee's short, medium, and long-range career goals.
- Ensure both the manager and employee sign and date the form for acknowledgment.
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.
Common mistakes to avoid
- Failing to provide specific examples of employee strengths and achievements.
- Not allowing sufficient time for a thoughtful evaluation or discussion.
- Overlooking the importance of mutual input from both manager and employee.
Why use this form online
- Convenience of immediate access and downloadable format for easy use.
- Editable templates that allow for customization to fit your organization's needs.
- Reliability of having forms drafted by licensed attorneys, ensuring legal compliance.
Form popularity
FAQ
Non-exempt employees are workers who are entitled to earn the federal minimum wage and qualify for overtime pay, which is calculated as one-and-a-half times their hourly rate, for every hour they work, above and beyond a standard 40-hour workweek.
Exempt Standards Federal employment law is clear on the issue, even if employers are sometimes fuzzy. Under the Fair Labor Standards Act (FLSA), you are considered an exempt executive if: Your salary is at least $455 per week or $23,660 per year. In some states the wage may be higher.
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!
For employees. For managers. Be proud. Be honest and critical. Continuously strive for growth. Track your accomplishments. Be professional. Strengths.
The primary difference in status between exempt and non-exempt employees is their eligibility for overtime. Under federal law, that status is determined by the Fair Labor Standards Act (FLSA). Exempt employees are not entitled to overtime, while non-exempt employees are.
Be Positive And Honest. Two-way Communication. Set Specific Achievable Goals. Achievements. Interpersonal Skills. Attendance And Punctuality. Communication Skills.
Outside Sales Employee: To be exempt, an outside sales employee must have a primary duty of making sales or obtaining orders or contracts for services, and the employee must be customarily and regularly engaged away from the employer's place of business.
Communication. Collaboration and teamwork. Problem-solving. Quality and accuracy of work. Attendance, punctuality and reliability. The ability to accomplish goals and meet deadlines.
An exempt employee is not entitled overtime pay by the Fair Labor Standards Act (FLSA). These salaried employees receive the same amount of pay per pay period, even if they put in overtime hours. A nonexempt employee is eligible to be paid overtime for work in excess of 40 hours per week, per federal guidelines.
