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Fillable Form Employee Evaluation

An employee evaluation is the assessment and review of a worker’s job performance. Most companies have an employee evaluation system wherein employees are evaluated on a regular basis (often once a year).

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What is an Employee Evaluation Report?

An Employee Evaluation Report, also referred to as an Employee Performance Evaluation Report, is used by supervisors or reviewers from different kinds of companies to assess and review the performance of a certain employee in their department. An Employee Performance Evaluation Report must not discriminate against the employee in any way. Furthermore, the Employee Evaluation Report must be applied in a consistent way among all of the employees in the company or business.

Most companies and businesses have an employee evaluation system wherein their employees are evaluated on a regular basis, often once a year. An Employee Performance Evaluation Report can also be used by companies and businesses as an indicator of how successful their employees' performance management process is.

A complete Employee Evaluation Form must contain the following information:

  • Employee information
    • The full legal name of the employee being evaluated
    • The department of the employee being evaluated
    • The full legal name of the supervisor or the reviewer
    • The current date
    • The job title of the employee being evaluated
    • The review period
      • Starting date of the review period
      • Ending date of the review period
  • Performance evaluation
    • Ratings
      • 5 - excellent
      • 4 - very good
      • 3 - satisfactory
      • 2 - poor
      • 1 - needs improvement
    • Performance category
      • Job knowledge
      • Work quality
      • Reliability and dependability
      • Initiative
      • Flexibility
      • Decision making
      • Teamwork and cooperation
      • Attitude towards work
      • Leadership
      • Attendance and punctuality
      • Communication skills
  • Additional comments and suggestions about the employee’s overall performance
  • The signature of the employee being evaluated
  • The signature of the supervisor or reviewer
  • The current date of signing

How to fill out an Employee Evaluation Report?

Supervisors and reviewers from different kinds of companies can write their own Employee Performance Evaluation Report or download a PDF copy from a website that offers document templates. For convenience, they can also fill out the Employee Performance Evaluation Report electronically on PDFRun.

To fill out an Employee Performance Evaluation Report, you must provide the following information:

Employee Information

Employee Name

Enter the full legal name of your employee.

Department

Enter the department you are currently working in.

Supervisor or Reviewer

Enter the full legal name of your supervisor or reviewer.

Date

Enter the current date.

Job Title

Enter the job title your employee currently has in his or her department.

Review Period

Enter the term of the review period of the employee.

Starting Date

Enter the starting date of the review period of the employee.

Ending Date

Enter the ending date of the review period of the employee.

Performance Evaluation

Performance Category

Enter the ratings for the performance of the employee according to the categories stated below.

Job Knowledge

Enter your rating for the performance of the employee regarding his or her knowledge on the job ranging from 5 as the highest and 1 as the lowest. Then, enter any additional comments you may have about his or her performance.

Work Quality

Enter your rating for the performance of the employee regarding his or her quality of work ranging from 5 as the highest and 1 as the lowest. Then, enter any additional comments you may have about his or her performance.

Reliability & Dependability

Enter your rating for the performance of the employee regarding his or her reliability and dependability ranging from 5 as the highest and 1 as the lowest. Then, enter any additional comments you may have about his or her performance.

Initiative

Enter your rating for the performance of the employee regarding his or her initiative on the job ranging from 5 as the highest and 1 as the lowest. Then, enter any additional comments you may have about his or her performance.

Flexibility

Enter your rating for the performance of the employee regarding his or her flexibility on the job ranging from 5 as the highest and 1 as the lowest. Then, enter any additional comments you may have about his or her performance.

Decision Making

Enter your rating for the performance of the employee regarding his or her decision-making skills on the job ranging from 5 as the highest and 1 as the lowest. Then, enter any additional comments you may have about his or her performance.

Teamwork & Cooperation

Enter your rating for the performance of the employee regarding his or her teamwork and cooperation on the job ranging from 5 as the highest and 1 as the lowest. Then, enter any additional comments you may have about his or her performance.

Attitude Towards Work

Enter your rating for the performance of the employee regarding his or her attitude towards work ranging from 5 as the highest and 1 as the lowest. Then, enter any additional comments you may have about his or her performance.

Leadership

Enter your rating for the performance of the employee regarding his or her leadership skills on the job ranging from 5 as the highest and 1 as the lowest. Then, enter any additional comments you may have about his or her performance.

Attendance & Punctuality

Enter your rating for the performance of the employee regarding his or her attendance and punctuality on the job ranging from 5 as the highest and 1 as the lowest. Then, enter any additional comments you may have about his or her performance.

Communication Skill

Enter your rating for the performance of the employee regarding his or her communication skills on the job ranging from 5 as the highest and 1 as the lowest. Then, enter any additional comments you may have about his or her performance.

Additional Comments and Suggestions

Enter all of your additional comments and suggestions regarding the overall performance of your employee.

Signature

By signing this Employee Performance Evaluation Report, the employee is confirming that he or she has finished discussing this review in detail along with you. Signing this Employee Evaluation Report Template does not necessarily indicate that the employee agrees with the performance ratings and comments you have entered.

Employee Signature

Have the employee affix his or her signature.

Date

Enter the current date of signing.

Reviewer Signature

Affix your signature.

Date

Enter the current date of signing.

Frequently Asked Questions About an Employee Evaluation Report

What should an employee evaluation include?

An employee evaluation should include the following:

  • An overview of the employee's job performance — This can be a brief summary of the employee's strengths and weaknesses or a more detailed account of specific incidents or behaviors.
  • A discussion of the employee's goals — What are the employee's goals for the coming year? What progress has been made toward those goals?
  • A review of the employee's skills — What skills does the employee need to work on? Are there any areas where the employee could use some improvement?
  • An assessment of the employee's work habits — Are there any areas where the employee could stand to improve his or her work habits?
  • A discussion of the employer's expectations — What does the employer expect from the employee in terms of job performance? Are there any specific goals or objectives that the employer would like to see the employee achieve?
  • A review of the employee's conduct — Has the employee been meeting the employer's expectations in terms of personal conduct and professional behavior? Are there any areas where the employee could use some improvement?
  • A discussion of the employee's future — What are the employee's plans for the future? What does the employer expect from the employee in terms of career growth and development?

The above topics are just some examples of what an employee evaluation should include. The specific topics covered in an evaluation will vary depending on the employer's needs and objectives. However, all evaluations should aim to provide employees with feedback that is both constructive and helpful.

What do you write in an employee evaluation?

In an employee evaluation, you must address both the positive and negative aspects of the employee's performance. You should aim to be as specific as possible, and avoid general comments. You must write the following:

  • An overview of the employee's performance
  • The employee's positive attributes
  • The areas in which the employee needs to improve
  • Suggestions for how the employee can improve in those areas
  • A statement of support for the employee's development

These are the basics of what to include in an employee evaluation. For more specific and tailored advice, you should consult with your human resources department or other management personnel.

What are the benefits of using an employee evaluation report?

An employee evaluation report is a document that provides feedback on an individual's job performance. It can be used by managers to identify areas of improvement and to set goals for future development. These are some of the most important benefits of using it:

  • It can help to improve communication between managers and employees — Using an evaluation form, managers can provide employees with specific and actionable feedback that can help to improve job performance.
  • It can identify areas of improvement — Employee evaluation reports can help to identify areas where an individual needs to improve. This information can be used to set goals and objectives for future development.
  • It can help to motivate employees — Receiving positive feedback from a manager can be motivating for employees. It can also help employees to see the impact of their efforts on the company's bottom line.
  • It can provide data for making personnel decisions — Employee evaluation reports can be used to make decisions about hiring, promotions, and other personnel changes. The data collected in these reports can help managers to understand the strengths and weaknesses of their employees.
  • It can help to improve the quality of work — By identifying areas of improvement, employee evaluation reports can help to improve the quality of work. This, in turn, can lead to increased productivity and profitability for the company.

When used correctly, employee evaluation reports can be a valuable tool for managers. They can help to improve communication, identify areas of improvement, motivate employees, and make better personnel decisions. These are just a few of the benefits of using this type of report.

How do you evaluate employee performance?

There are a number of ways to evaluate employee performance. Some companies choose to use a more traditional approach, such as annual reviews or quarterly performance evaluations. Others may opt for a more informal approach, such as regular check-ins or feedback sessions. Ultimately, the best way to evaluate employee performance is the method that works best for your company and your employees.

These are some of the ways to evaluate employee performance:

  • Annual reviews — These can be helpful in providing employees with feedback on their performance over the course of a year. However, they can also be time-consuming and may not always be accurate if employees are only evaluated once per year. The process to conduct annual reviews start with the employer discussing what they feel the employee needs to work on and then setting goals for the upcoming year. After the review period is over, employees are given a chance to discuss their progress and achievements.
  • Quarterly performance evaluations — These can provide more frequent feedback than annual reviews, but may still be time-consuming. The process starts with the employer setting goals for the quarter and then assessing the employee’s performance at the end of the quarter. employees are given a chance to discuss their progress and achievements.
  • Regular check-ins — These can be done on a weekly or monthly basis and can be less time-consuming than annual or quarterly evaluations. The process involves the employer checking in with the employee to see how they are progressing on their goals and objectives. This method can be helpful in ensuring that employees are on track and making progress.
  • Feedback sessions — These can be done on an as-needed basis and can be very helpful in providing immediate feedback. The process involves the employer sitting down with the employee to discuss their performance. This method can be helpful in addressing any issues that may arise and in providing timely feedback.

Ultimately, the best way to evaluate employee performance is the method that works best for your company and your employees. Each company is different and each employee is different, so it's important to find a system of evaluation that works for everyone involved. For instance, some companies may find that quarterly performance evaluations are a good way to provide feedback, while others may find that regular check-ins work better. It's important to experiment with different methods and find the one that works best for your company.

What are the 5 performance ratings?

The five performance ratings are:

  1. Outstanding — This is the highest rating and means that the employee significantly exceeded expectations.
  2. Exceeds Expectations — This is a high rating that indicates the employee exceeded most expectations.
  3. Meets Expectations — This is a solid, average performance rating that meets the job requirements.
  4. Needs Improvement — This rating suggests that the employee needs to improve their performance in specific areas.
  5. Unsatisfactory — This is the lowest possible performance rating and indicates that the employee did not meet expectations.

These ratings are generally used to give employees an idea of how they are performing and what areas need improvement. For more detailed feedback, a manager may use a performance appraisal system that includes a written evaluation.

Often, they can be in numerical form such as 1-5, or in letter form such as A-F. The most important thing is that the manager and employee agree on what the ratings mean.

Here are some tips on how to use performance ratings effectively:

  • Be clear about what the rating means — The first step is to make sure that both the manager and employee understand what each performance rating means. This will help to avoid confusion and ensure that everyone is on the same page.
  • Use specific examples — When giving a performance rating, it is important to back it up with specific examples. This will help the employee to understand why they received the rating and what they can do to improve.
  • Be objective — Try to avoid giving subjective ratings that are based on personal opinions. Instead, focus on objective criteria such as job performance, skills, and knowledge.
  • Avoid using general comments — Comments such as “you need to do better” or “you’re not meeting expectations” are vague and don’t provide useful feedback. Be specific about what the employee needs to improve and offer suggestions on how they can do so.
  • Use positive reinforcement — In addition to pointing out areas for improvement, be sure to also mention what the employee is doing well. This will help to motivate them and encourage them to continue their good work.

When used effectively, performance ratings can be a helpful tool for both managers and employees. By following these tips, you can ensure that your ratings are fair, accurate, and useful.

What do you write in a performance review?

A performance review is a written evaluation of an employee's job performance. The review covers the employee's achievements, strengths, and weaknesses over a period of time. It also provides feedback on how the employee can improve their performance in the future.

When writing a performance review, it is important to be honest, objective, and specific. Avoid general comments or making assumptions about the employee's ability or work ethic. Instead, focus on specific examples of what the employee has done well or could improve upon.

Writing a performance review can be challenging, but it is an important part of the employee development process. By taking the time to write a thoughtful and constructive review, you can help your employees reach their full potential.

What is a performance evaluation report?

A performance evaluation report is a formal document that assesses an employee's job performance over a specific period of time. The report includes a detailed analysis of the employee's strengths and weaknesses, as well as recommendations for improvement. Performance evaluation reports are typically prepared by the employee's supervisor, but can also be completed by a co-worker or human resources staff member.

The purpose of a performance evaluation report is to provide feedback to the employee on their job performance and to identify areas in which they can improve. This feedback can be used to help the employee set goals for future development and growth. Additionally, performance evaluation reports can be used by employers to make decisions about raises, promotions, and other forms of recognition.

When writing a performance evaluation report, it is important to be objective and concise. The report should focus on the employee's specific job duties and responsibilities and should avoid generalizations or personal opinions. Additionally, the report should be based on factual information and direct observations. If you have any questions about how to write a performance evaluation report, please consult with your human resources department.

What is the purpose of performance evaluation?

Performance evaluation is a process that organizations use to measure employee productivity and effectiveness. This process can help identify areas where employees need improvement and identify strategies to improve employee performance. Additionally, effective performance evaluations can help boost employee morale and motivation. Ultimately, the goal of performance evaluation is to improve organizational productivity and efficiency.

There are many different ways to conduct performance evaluations. Some organizations use formal methods, such as annual reviews, while others may opt for informal methods, such as ongoing feedback from supervisors. Regardless of the method used, it is important that performance evaluations are conducted fairly and consistently. Additionally, employees should be given the opportunity to provide input into their own performance evaluations.

Performance evaluation can be a valuable tool for both employers and employees. By taking the time to assess employee performance, employers can identify areas of improvement and work to address them. Additionally, employees can use performance evaluations as a way to gauge their own progress and set goals for future development. Ultimately, performance evaluation is a helpful tool that can be used to improve organizational productivity and effectiveness.

What does an evaluation report look like?

An evaluation report typically includes an executive summary, a table of contents, an introduction, a body with sections on the methodology used, the findings, the recommendations, and a conclusion. The report may also include appendices with supporting data and materials.

It must specify the problem or opportunity, the criteria for success, the stakeholders, and what data was collected and how.

The body of the report should include a discussion of the methodology used to collect data and information, as well as the findings of the evaluation. The report should then provide recommendations on how to improve the program or project being evaluated. The conclusion should summarize the main findings and recommendations of the report.

Appendices may include data tables, surveys, interview protocols, and other supporting materials.

What should an evaluation report contain?

There are many things that an evaluation report can contain, but some of the most important elements are:

  • A description of the evaluation process and methodology used
  • A clear statement of the purpose or goals of the evaluation
  • Findings from the data collected during the evaluation process
  • Conclusions and recommendations based on the findings
  • An action plan for implementing the recommendations

These are just a few of the things that an evaluation report can contain. It is important to tailor the contents of the report to the specific needs and goals of the organization or individual commissioning the evaluation.

What are the types of evaluation?

There are three main types of evaluation:

  • Summative evaluation — Assesses progress or outcomes, usually at the end of a project or program.
  • Formative evaluation — Assesses intermediate outputs or processes during a project or program. Impact evaluations assess the ultimate outcomes of a project or program.
  • Impact evaluations — Are often used to determine whether a project or program has been successful in achieving its goals and objectives.

Evaluations can also be classified according to their purpose:

  • Accountability — An evaluation may be conducted to hold individuals or organizations accountable for their actions. This type of evaluation is often required by donors or other funding agencies.
  • Learning — An evaluation may be conducted to help individuals or organizations learn from their experiences. This type of evaluation is often used in conjunction with Action Research.
  • Decision making — An evaluation may be conducted to help individuals or organizations make decisions about future actions. This type of evaluation is often used in conjunction with program planning.

Evaluations can also be classified according to the scope of their focus:

  • Microlevel evaluations focus on the experiences of individual participants in a project or program.
  • Mesolevel evaluations focus on the interactions between participants and project staff, or between participants and other project stakeholders.
  • Macrolevel evaluations focus on the overall impact of a project or program on its target population or community.

Evaluations can also be classified according to their methodology:

  • Quantitative evaluations use numerical data to assess progress or outcomes.
  • Qualitative evaluations use non-numerical data, such as observations, interviews, and focus group discussions, to assess progress or outcomes.
  • Mixed methods evaluations use both quantitative and qualitative data to assess progress or outcomes.
  • Impact evaluations use a variety of data sources, including surveys, interviews, focus groups, and administrative data, to assess the outcomes of a project or program.

Which type of evaluation is most appropriate will depend on the specific goals and objectives of the evaluation, as well as the resources and constraints involved.

What is the best performance rating scale?

There are a variety of performance rating scales that organizations can use to measure employee performance. Some common scales include:

  • A scale of 1 to 5, with 1 being the lowest level of performance and 5 being the highest level of performance
  • A scale of 1 to 10, with 1 being the lowest level of performance and 10 being the highest level of performance
  • A scale of “Unsatisfactory” to “Outstanding,” with “Unsatisfactory” being the lowest level of performance and “Outstanding” being the highest level of performance.

The best performance rating scale for an organization depends on the specific goals and objectives that the organization is trying to measure. For example, if an organization is trying to measure employee productivity, then a scale of 1 to 10 may be more appropriate than a scale of 1 to 5. On the other hand, if an organization is trying to measure employee satisfaction, then a scale of “Unsatisfactory” to “Outstanding” may be more appropriate.

There are a variety of factors that organizations should consider when choosing a performance rating scale. Some of these factors include:

  • The purpose of the performance rating scale: What is the organization trying to measure?
  • The type of employees being rated: Are the employees hourly workers or salaried workers?
  • The size of the organization: Is the organization small, medium, or large?
  • The culture of the organization: Does the organization have a formal or informal culture?

Once an organization has selected a performance rating scale, it is important to train employees on how to use the scale. Employees should be given clear instructions on what each level of the scale means and how they can improve their performance. The training should also include examples of both good and bad performance.

There are a variety of benefits that organizations can gain from using performance rating scales. Some of these benefits include:

  • Improved communication between managers and employees
  • Greater clarity about expectations
  • Increased motivation for employees to improve their performance
  • Better data for making decisions about raises, promotions, and other rewards

Performance rating scales can also help organizations identify areas where employees need improvement. For example, if a large number of employees are receiving low ratings on a particular scale, this may indicate that there is a problem with the way that the scale is being used. In such cases, organizations can make changes to the scale or provide additional training to employees.

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