Sample Performance Appraisal for Exempt Employees
Understanding this form
The Sample Performance Appraisal for Exempt Employees is a structured document designed to evaluate the job performance of exempt employees. Unlike informal reviews, this form utilizes a rating system that offers a standardized approach to assessing employee performance across various competencies. It is essential for organizations seeking to provide clear feedback and to track the growth and development of their workforce.
Form components explained
- Employee Information: Fields to input the employee's name, job title, and department.
- Reviewer Details: Information about the supervisor or reviewer, including their signature.
- Performance Ratings: A rating scale for different performance criteria, such as excellence and improvement needed.
- Performance Areas: Specific areas of evaluation like communication, teamwork, and organizational skills.
- Overall Evaluation: A summary section that captures the overall performance feedback and expectations for improvement.
Situations where this form applies
This performance appraisal form is typically used during scheduled performance reviews, which can occur annually or bi-annually. Organizations should utilize this form to assess performance during onboarding, following significant project completions, or when addressing performance issues. It can help facilitate constructive feedback discussions between employees and supervisors.
Who needs this form
This form is suitable for:
- Supervisors and managers conducting performance evaluations for exempt employees.
- HR professionals responsible for employee assessments and development plans.
- Organizations implementing formal performance management processes.
Instructions for completing this form
- Identify the employee, including their name, job title, and department.
- Enter the details of the reviewer, noting their position and how they interact with the employee.
- Assess performance in various categories and assign corresponding ratings based on the evaluation criteria.
- Make note of any expected improvements or accomplishments going forward.
- Ensure that both the employee and reviewer sign and date the form to confirm the discussion of the appraisal.
Notarization requirements for this form
Notarization is generally not required for this form. However, certain states or situations might demand it. You can complete notarization online through US Legal Forms, powered by Notarize, using a verified video call available anytime.
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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.
Common mistakes to avoid
- Failing to provide specific examples for performance ratings.
- Neglecting to hold a feedback meeting to discuss the completed appraisal.
- Not keeping a record of past appraisals for comparative evaluations.
Benefits of using this form online
- Convenience: Accessible from anywhere, making it easy to fill out and distribute.
- Editability: Allows for easy updates and modifications to reflect changes in performance expectations.
- Efficiency: Streamlines the performance appraisal process, reducing paperwork and facilitating quicker evaluations.
Legal use & context
- The performance appraisal must align with established employment laws and company policies.
- Ensures that performance feedback is documented and can be used in employee development discussions.
What to keep in mind
- The Sample Performance Appraisal for Exempt Employees structure helps standardize evaluations.
- It's a critical tool for performance management within organizations, aimed at enhancing employee development.
- Completing this form correctly can improve communication about performance expectations between employees and supervisors.
Key terms explained
- Exempt Employee: An employee not entitled to minimum wage and overtime pay under the Fair Labor Standards Act.
- Performance Appraisal: A systematic evaluation of an employeeâs performance and productivity over a set period.
- Rating Scale: A system that assigns numerical values to various performance levels for easy assessment.
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FAQ
Collect proof of the employee's underperformance. Schedule a meeting with the underperforming employee. Allow the employee to explain his poor performance. Develop a performance improvement plan. Write a memo based on the meeting notes.
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.
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.
Collaboration and teamwork. Positive option: "I believe that my skills and my ability to work in a team have been valuable during this period. Motivation. Leadership. Problem-solving. Decision-making skills. Working under pressure. Communication. Adaptability.
Create a safe space. Don't put it off. Recognise the problem, research the problem. Document and make clear what is happening. Don't ask why, find out why. Set/Re-Set Expectations.
Create clear metrics of job performance. Have the right mindset. Collect 360 feedback from other team members. Have a one-to-one meeting. Use the Johari window matrix. Ask questions, listen, and understand. Collaborate on how to fix their poor performance.
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.
Be as specific as possible. Instead of saying, Don't make your reports so long, say, Shorten your reports to five to eight pages maximum. Address each problem individually. Cite specific examples and let the employee respond. Don't bring up a new problem until you've thoroughly discussed the current one.
Keep the Audience in Mind. Appraisal reports are written for senior management in your organization. Stay Relevant. Keep Track of All Achievements. Use Specific, Measurable, Confident Language. Document Goals. Performance Review Examples for Writing Skills. Do the Identified Writing Skills Support Document Goals?
