Hourly Employee Evaluation
What this document covers
The Hourly Employee Evaluation form is a structured document used to assess the performance of hourly employees. This form is designed to help managers and supervisors provide a clear, consistent evaluation of an employee's work performance over a specific review period. It differs from other employee evaluation forms by focusing specifically on hourly workers and includes metrics that relate directly to their job responsibilities and contributions.
Key components of this form
- Employee Information: Includes fields for the employee's name, department, and job title.
- Review Period: Specifies the timeframe for the evaluation.
- Performance Ratings: A section for managers to rate performance across various factors, including quality of work and quantity of work.
- Comments Sections: Areas for written feedback on strengths and areas for improvement.
- Signature Lines: Spaces for both employee and supervisor signatures to acknowledge the evaluation.
When to use this form
This form is necessary during scheduled performance reviews for hourly employees, typically held annually, semi-annually, or quarterly. It can be particularly useful in scenarios such as onboarding evaluations, post-probation assessments, or when an employee's performance requires documented feedback due to concerns or commendations.
Intended users of this form
- Managers and supervisors tasked with evaluating hourly employees.
- Human resources personnel responsible for maintaining employee performance records.
- Any employee undergoing an evaluation process established by their employer.
Completing this form step by step
- Identify the employee and fill out their name, department, and job title in the designated fields.
- Specify the review period by entering the start and end dates.
- Rate the employee's performance on a scale (e.g., marginal, satisfactory, superior, outstanding) for each appraised factor.
- Provide comments on the employee's performance, highlighting areas of excellence and areas needing improvement.
- Sign and date the form as the supervisor, then have the employee acknowledge their evaluation by signing next to the provided space.
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.
Common mistakes
- Failing to provide specific examples in the comments section, which may lead to misunderstandings.
- Not documenting the evaluation in a timely manner, missing out on timely feedback delivery.
- Neglecting to sign the form, which can invalidate the evaluation process.
Advantages of online completion
- Convenience: Easily accessible to managers and employees from any location.
- Editability: Allows for quick updates and changes to the evaluation criteria or format as needed.
- Reliability: Ensures that forms are stored securely and can be retrieved later for review or compliance purposes.
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FAQ
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.
Use numbers to your advantage. Include figures that add value to your work, if possible. Mention results. Take the company's objectives into account. Record your achievements in real-time. Take your time.
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!
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.
The self-evaluation will appear as a task in your Workday inbox (top right of your homepage). When you open your inbox, click on the Self Evaluation 2013/2014 task and then click the Full Screen Mode button. Choose the Go to Guided Editor button to complete your self-evaluation.
Communication. Collaboration and teamwork. Problem-solving. Quality and accuracy of work. Attendance, punctuality and reliability. The ability to accomplish goals and meet deadlines.
Check Your Attitude. "Attitude is very important," says employment consultant Rick Waters. Be Reflective. Assess Your Performance Against the Job Specifications. Keep a File. Find out the Supervisor's Expectations. Get Feedback From Others. Be a Team Player. Plan Ahead.
5 Narrow your accomplishments list down. 6 Don't forget to align your review with your manager's or team's goals. 7 Stay positive when describing your challenges. 8 Keep the focus on you. 9 Don't forget to ask for growth opportunities.