"Employee Evaluation Form"

What Is an Employee Evaluation Form?

An Employee Evaluation Form is a form that should be filled in by a supervisor or manager of an employee to estimate their job performance in the organization.

Alternate Name:

  • Employee Performance Evaluation Form.

Usually, an Employee Performance Evaluation form contains a list of questions regarding the abilities of workers, their skills, accomplishments, productivity, stated goals, and achievements. Employee evaluation goals are the following: to provide feedback about employee's job performance, to identify workers who need to improve, inform employees about the expectations of their managers, and plan training programs.

The results of the employee evaluation for the current period must be compared with the results of the previous period to set these goals correctly.

There is another form that is used for evaluating employee performance - an Employee Self Evaluation Form, but it must be completed by an employee, not by their manager.

An Employee Evaluation template can be downloaded below.

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How to Do an Employee Evaluation?

An Employee Evaluation Form should include the following:

  1. The supervisor or manager should enter their name and the name of the employee, indicate the date, and enter the department where they work;
  2. The form may include predefined response options, such as "never, rarely, sometimes, mostly, always." In this case, the applicant should check the box next to the most appropriate response. If the form does not contain response options, the applicant should print a detailed answer to each question on the space provided;
  3. Usually, the applicant must evaluate the following aspects of the employee's work:
    • Specify whether the quality of work produced by the employee meets all the requirements and if this individual performs their obligations correctly;
    • Provide information about the employee's working relationships. Answer if they work well with co-workers, can help other employees, communicate, and cooperate with them. Answer if they maintain a positive attitude in the workplace;
    • Estimate their conflict resolution and management skills;
    • Evaluate their attendance and punctuality;
    • Provide information about the technical skills of the employee. Indicate if they have achieved training and education. Estimate their job knowledge which is necessary for satisfactory job performance;
    • Indicate if the worker pays attention to company policies and procedures, keeps work-related information and issues confidential, and follows company rules;
    • Specify whether the employee takes the initiative in achieving goals and completing tasks and if they look for new work assignments or projects;
    • Provide information about the employee's reliability and ability to perform the required work with minimal supervision. Specify if their managers can rely on them to complete a project.
  4. The applicant should indicate the worker's goals and objectives during this evaluation period, reveal their strengths and areas for development. The supervisor should develop a career development plan for this worker based on the analyzed information and establish goals and objectives for the next evaluation period;
  5. The supervisor has to sign the form. A copy of this form should be provided to the employee and discussed with them. The worker must also sign it and make their comments on the space provided if necessary.

Related Forms and Templates:

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Employee Evaluation Form
Name: __________________________
Title: ___________________________
Evaluation Period:​
________________
Date: ___________________________
Performance Planning and Results
1. Performance Review.
● Use a current job description (job descriptions are available on the HR web
page);
● Rate the person's level of performance, using the definitions below;
● Review each performance factor used to evaluate work performance with the
employee;
● Give an overall rating in the space provided using the definitions below as a
guide.
2. Performance Rating Definitions.
The following ratings must be used to ensure commonality of language and
consistency on overall ratings:
1. Outstanding.​ Performance is consistently superior.
2. Exceeds Expectations. ​ P erformance is routinely above job requirements.
3. Meets Expectations.​ Performance is regularly competent and dependable.
4. Below Expectations. Performance fails to meet job requirements on a frequent
basis.
5. Unsatisfactory. ​ P erformance is consistently unacceptable.
There should be supporting comments to justify ratings of “Outstanding” “Below
Expectations, and “Unsatisfactory”.
3. Performance Factors.
Use the job description as the basis of this evaluation.
©​ ​ ​ ​
T EMPLATEROLLER.COM​
Employee Evaluation Form
Name: __________________________
Title: ___________________________
Evaluation Period:​
________________
Date: ___________________________
Performance Planning and Results
1. Performance Review.
● Use a current job description (job descriptions are available on the HR web
page);
● Rate the person's level of performance, using the definitions below;
● Review each performance factor used to evaluate work performance with the
employee;
● Give an overall rating in the space provided using the definitions below as a
guide.
2. Performance Rating Definitions.
The following ratings must be used to ensure commonality of language and
consistency on overall ratings:
1. Outstanding.​ Performance is consistently superior.
2. Exceeds Expectations. ​ P erformance is routinely above job requirements.
3. Meets Expectations.​ Performance is regularly competent and dependable.
4. Below Expectations. Performance fails to meet job requirements on a frequent
basis.
5. Unsatisfactory. ​ P erformance is consistently unacceptable.
There should be supporting comments to justify ratings of “Outstanding” “Below
Expectations, and “Unsatisfactory”.
3. Performance Factors.
Use the job description as the basis of this evaluation.
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T EMPLATEROLLER.COM​
1. Administration. ​ M easures effectiveness in planning, organizing, and
efficiently handling activities and eliminating unnecessary activities.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
2. Knowledge of Work. Consider employee's skill level, knowledge, and
understanding of all phases of the job and those requiring improved skills
and/or experience.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
3. Communication. ​ M easures effectiveness in listening to others, expressing
ideas, both orally and in writing, and providing relevant and timely information
to management, co-workers, subordinates, and customers.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
4. Teamwork. ​ M easures how well this individual gets along with fellow
employees, respects the rights of other employees, and shows a cooperative
spirit.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
5. Decision Making/Problem-Solving. ​ M easures effectiveness in understanding
problems and making timely, practical decisions.
Rating: ________________________________________________________
Comment: ______________________________________________________
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_______________________________________________________________
6. Expense Management. ​ M easures effectiveness in establishing appropriate
reporting and control procedures; operating efficiently at the lowest cost;
staying within established budgets.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
7. Human Resource Management. ​ M easures effectiveness in selecting qualified
people; evaluating subordinates' performance; strengths and development
needs; providing constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Considers efforts to further
the university goal of equal employment opportunity.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
8. Independent Action. ​ M easures effectiveness in time management; initiative
and independent action within prescribed limits.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
9. Job Knowledge. ​ M easures effectiveness in keeping knowledgeable of
methods, techniques, and skills required in their own job and related functions;
remaining current on new developments affecting SPSU and its work activities.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
10. Leadership. Measures effectiveness in accomplishing work assignments
through
subordinates; establishing challenging goals; delegating and
coordinating effectively; promoting innovation and team effort.
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Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
11. Managing Change and Improvement. ​ M easures effectiveness in initiating
changes, adapting to necessary changes from old methods when they are no
longer practical, identifying new methods, and generating improvement in the
facility's performance.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
12. Customer Responsiveness. ​ M easures responsiveness and courtesy in dealing
with internal staff, external customers, and vendors; employee projects a
courteous manner.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
13. Personal Appearance. ​ M easures neatness and personal hygiene appropriate to
the position.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
14. Dependability. ​ M easures how well employee complies with instructions and
performs under unusual circumstances; consider the record of attendance and
punctuality.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
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15. Safety. Measures the individual's work habits and attitudes as they apply to
working safely. Consider their contribution to accident prevention, safety
awareness, ability to care for SPSU property, and keep workspace safe and
tidy.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
16. Employee's Responsiveness. ​ M easures responsiveness in completing job tasks
in a timely manner.
Rating: ________________________________________________________
Comment: ______________________________________________________
_______________________________________________________________
4. Employee Strengths and Accomplishments.
Include those which are relevant during this evaluation period. This should be related
to performance or behavioral aspects you appreciated in their performance.
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
5. Performance Areas Requiring Improvement.
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
6. Plan of Action Toward Improved Performance.
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
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