Employee Evaluation Form for Lawyer
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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.
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Set Performance Standards. Set Specific Goals. Take Notes Throughout the Year. Be Prepared. Be Honest and Specific with Criticism. Don't Compare Employees. Evaluate the Performance, Not the Personality. Have a Conversation.
Level of execution. Quality of work. Level of creativity. Amount of consistent improvement. Customer and peer feedback. Sales revenue generated. Responsiveness to feedback. Ability to take ownership.
There is no rule against your law firm agreeing to represent you. The firm must follow all ethical rules. Also, if you end up with a disagreement on your lawsuit as an at will employee your employment could be in jeapordy.
Don't Make It Personal. This is one of the most unprofessional things that a manager can do. Don't Do It Through E-mail. Don't Publicly Shame. Don't Yell/ Use Foul Language. Don't Be Unfair (No Bias) Start With A Honest Positive Review. Be Well-prepared. Discuss And Help Them With Their Issues.
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.
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.
Critique Behavior, Not People. Listen to Feedback. Give Clear Direction. Document Problematic Behavior. Consult the HR Department. Work Together Toward a Solution. Write Down Expectations. Set Specific Consequences.
Ensure feedback is specific Don't just tell the employee their behavior needs to improve. Point out exactly what negative traits they have and the impact each has on other employees. Provide examples of bad behavior One way to make feedback specific is to highlight past examples of the employee's poor attitude.
Communication. Collaboration and teamwork. Problem-solving. Quality and accuracy of work. Attendance, punctuality and reliability. The ability to accomplish goals and meet deadlines.
