Appraisal/employee evaluation form to assess an employee’s competence in key work-related skills and performance against pre-determined departmental objectives. This form is suitable for employees below the managerial level. This document is drafted in short form.
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The Appraisal Form (employee evaluation form) is a document used to assess and evaluate an employee's performance over a specific period. This form is crucial for both the employee and the employer as it provides a comprehensive overview of the employee's achievements, areas of improvement, and future development plans.
The document begins with the title 'Appraisal Form (employee evaluation form)', which clearly indicates its purpose. It also includes additional information such as the year of appraisal, jurisdiction state, and the employee's name, job title, department, and appraisal partner.
The form is divided into several sections, each serving a specific purpose. The 'Period of Review' section specifies the time frame for which the employee's performance is being evaluated, ensuring that the assessment is conducted within the appropriate timeframe.
The 'Current Performance' section is where the evaluation of the employee's performance against previously agreed objectives and competencies takes place. It provides a space for recording discussions on key areas of the job and summarizing achievements.
Following the 'Current Performance' section, the 'Development Summary' section allows for the identification of areas where further training and support are required, as well as areas of strong performance that should be developed further.
The 'Development and Training' section lists specific requirements for training or development activities that will enhance the employee's skills, knowledge, and behavior. This section emphasizes the importance of continuous learning and growth.
The 'Career Planning' section provides an opportunity for the employee to express specific interests within the department or company. This information can be used for future career development discussions.
The 'Other Areas of Discussion' section allows for the recording of any additional points raised during the appraisal meeting that may not fit into the previous sections.
The 'Assessment Level' section categorizes the employee's performance based on the objectives achieved. It includes four levels: outstanding performance, standard performance, less than standard performance with development needs, and unsatisfactory performance.
The form concludes with spaces for the employee's signature, appraiser's signature, reviewing manager's signature, and the date of the appraisal. This ensures that all parties involved acknowledge and agree with the evaluation.
Overall, the Appraisal Form is a crucial document that provides a detailed assessment of an employee's performance, identifies areas of improvement, and outlines future development plans. It serves as a valuable tool for performance management and career development within an organization.
1. Fill in the necessary information: Enter the employee's name, job title, department, and appraisal partner in the designated spaces.
2. Specify the period of review: Indicate the time frame for which the employee's performance will be evaluated, ensuring it aligns with the appropriate timeframe.
3. Evaluate current performance: Discuss and record the employee's achievements against previously agreed objectives and competencies. Provide a summary of their performance in this section.
4. Identify development areas: Use the 'Development Summary' section to identify areas where the employee requires further training and support. Also, highlight areas of strong performance that should be developed further.
5. Plan for development and training: List specific requirements for training or development activities that will enhance the employee's skills, knowledge, and behavior. Consider various options such as training courses, attachments, projects, coaching, or planned experiences.
6. Discuss career aspirations: Record any areas of the department or company in which the employee has expressed a specific interest. This information can be used for future career planning discussions.
7. Record other points of discussion: Use the 'Other Areas of Discussion' section to note any additional points raised during the appraisal meeting that may not fit into the previous sections.
8. Assess performance level: Based on the objectives achieved, categorize the employee's performance as outstanding, standard, less than standard with development needs, or unsatisfactory.
9. Sign and date the form: Ensure that the employee, appraiser, and reviewing manager sign the form to acknowledge and agree with the evaluation.
10. Keep copies of the form: Distribute copies of the completed form to the appraiser, appraisee, and the employee's personnel file for future reference and documentation purposes.