Employee Evaluation Form for Baker
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FAQ
Focus on the job, not the person. Be specific. Consider questions over statements. With positives, stick to process. Connect personally where you can. Get serious but don't get mean.
Make it easy to use. Ensure that the information your evaluation form seeks is clear and concise. Determine the focus of the form. There needs to be a clear purpose. Establish a clearly defined rating scale.
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.
First things first: Identify the need and purpose. Determine who will rate and how often it will be done. Evaluate job-related SMART objectives. Include your organization's core values. Have a follow-up section. Discuss developmental goals and needs. Have clear evaluation parameters. Additional pointers.
Employee evaluation forms are used to formally review and document an employee's performance and get their acknowledgment that the evaluation took place. This is important in establishing a paper trail to support important HR decisions.
Communication. Collaboration and teamwork. Problem-solving. Quality and accuracy of work. Attendance, punctuality and reliability. The ability to accomplish goals and meet deadlines.
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.
Develop an evaluation form. Identify performance measures. Set guidelines for feedback. Create disciplinary and termination procedures. Set an evaluation schedule.
1 Know how the self-evaluation is going to be used. 2 Write out a list of your accomplishments. 3 Gather analytics if you can. 4 Write out a list of your struggles. 5 Narrow your accomplishments list down. 6 Don't forget to align your review with your manager's or team's goals.