Employee Evaluation Examples

Employee Evaluation Examples

If the employee evaluation of your company is round the corner, then this article will provide you with some employee evaluation examples that would help you conduct this process better.
Workspirited Staff
As the name suggests, employee evaluation is nothing but employee appraisal where an employer evaluates the overall performance of a particular person over a certain period, and decides if he needs to be promoted or demoted. This is an age-old practice that is followed by many companies in order to appraise the performance and motivate the employer to perform even better for greater rewards, success, and satisfaction. This ultimately results in more productive workers and increased profit for the company. However, a bad appraisal can lead to dissatisfaction with poor performance, which is a sign of poor staff management. Hence, writing this evaluation with precision is very important. Along with this, the process has to be fair, thorough, and effective. Many companies generally conduct this process through forms that need to be drafted meticulously. For your convenience and understanding, some employee evaluation examples are given below.

Examples of Forms

You can avail many free samples on the internet for reference. Given below is one of the most preferred one. It would give a clear idea about how to draft such forms:

Name of the Employee:
Profile:
Department:
Date and Time of the Evaluation:

Job Knowledge: (Here you have to judge if the member has fair knowledge about the job and tasks he performs.)

Poor Average Satisfactory Exceptional

Comments:

Skills: (Does he/she has the all the skills that are required to perform the job efficiently?)

Poor Average Satisfactory Exceptional

Comments:

Abilities: (Does he/she has the ability to perform the job effectively and efficiently?)

Poor Average Satisfactory Exceptional

Comments:

Quality Of Work: (Here, the quality of performance should be judged.)

Poor Average Satisfactory Exceptional

Comments:

Productivity: (Here, the productivity need to be analyzed in terms of efficiency, consistency, and timeliness.)

Poor Average Satisfactory Exceptional

Comments:

Reliability: (A staff member's dependability and willingness to accept responsibility is analyzed in this section.)

Poor Average Satisfactory Exceptional

Comments:

Communication: (The person's written and verbal communication skills need to be judged.)

Poor Average Satisfactory Exceptional

Comments:

Work Relationships: (You need to analyze if a worker is approachable and maintains good work relationships with clients and colleges.)

Poor Average Satisfactory Exceptional

Comments:

Safety Measures: (Does he/she follow and meet all the safety standards designed by the company?)

Poor Average Satisfactory Exceptional

Comments:

Job Specific Development: (Here, you need to analyze the overall performance, including job relevant skills.)

Poor Average Satisfactory Exceptional

Comments:

Overall Performance: (This is a final stage where you need to judge the overall performance of the person.)

Poor Average Satisfactory Exceptional

Comments:

Remarks: (If any)

Instead of objective questions, you may wish to go for a form with subjective questions. You have to give this form to the staff members to fill, and one form has to be filled by you. During discussions, you must compare both the forms that will provide you with right points for the discussion.

Essential Tips
  • Make sure that the person is aware of the appraisal criteria(s) he/she is judged against.
  • You need to fill the form before he/she arrives.
  • Handover the form to the person with a pen and have him or her fill the form.
  • Make sure to choose the right time and place for the meeting.
  • The sitting arrangement has to be comfortable and the place has to be quiet and provide you with enough privacy.
  • Establish a professional and comfortable atmosphere for the meeting.
  • Make sure that you and the staff member are in the right frame of mind.
  • Every unsatisfactory or poor performance has to be supported with appropriate reasons.
  • Let the person know that the unsatisfactory performance appraisal is about his performance and not of him as a person.
  • Avoid attacking the person and making judgments about him or her as a person.
  • Avoid too much of criticism. A little bit of praise would be appreciated, and it would also motivate him/her to perform well in the future.
You can choose any of the given samples, but make sure to follow the above tips in order to conduct a successful process. So, go ahead and design your own form, and carry on a healthy and constructive evaluation. All the best!!!
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