Employee performance evaluation form is an essential catalyst to gauge an employees’ performance in the served tenure. In this article we are going to look at its different components.
Employee performance evaluation form is nothing but a report card of an employee wherein the performance of every individual is rated over a set number of standards which are required to be reached by them. If s/he fails to reach the set targets then the consequences are also already decided upon by the management and the ways to enhance the showing by increasing efficiency is also well thought of. However, if the showing is studied to have deteriorated over the period, due to some personal reasons or personal tragedies, then that is something which the employee should cope up with and bounce back with his own plan and convince the management by promising to meet the required standards set by the organization. As mentioned earlier, if the work of the employee is not up to the mark due to lack of knowledge or other such inefficiencies, then the management normally designs a performance development plan for the employees and takes all the necessary efforts from their side to ensure achievement of expected results and good work from the employees. Something that most of the organizations tend to do these days for ensuring good work, is to spend a considerably longer time for training. Training ensures that there are no loop holes for failure or low performance. Therefore, this is a practice that has proved to be very successful to get the desired results out of the employees.
Employee evaluation form plays a crucial role in performance management and it not only helps in achieving organizational goals, but also helps immensely in the personal development of an employee. As it reflects on both, the employee and the organization, the components of a performance evaluation form should include both about the employees’ personal traits and its effects on the organization and how the organization has benefited or been in loss with the performance of the respective employee. Other than the facts and figures, it also involves the disciplinary and behavioral aspects of an employee and their approach towards their work.
|Performance Evaluation Form|
|Name of the Employee: ___________________
Name of the Department: __________________
Reporting Manager: ______________________
Date of Joining: __________________________
Review Date: ____________________________
|Performance Evaluation Ratings Chart|
|Performance Evaluation Criteria||Outstanding||Exceeds Expectations||Meets Expectations||Below Expectations||Unsatisfactory|
|Product/ Process Knowledge|
|Scope for Improvement and Development
Employee Signature and Date
Reviewer’s Signature and Date
The template that’s given above is a very basic one and can be considered as one of the samples and although more or less the performance evaluation criteria in every organization is the same, in some organizations, the criteria may vary slightly, depending on the expectations.
One of the most important points to consider while filling these forms is that the phrases should include positive as well as negative aspects of employee performance and should suggest constructive methods for improvement. Remember you don’t need to bog down your employee to see an improvement in their performance, include some positives, but it does not mean that all the negative comments should be avoided either. While pointing out the negative characteristics, it shouldn’t sound as if you are accusing the employee to be incompetent.
Performance appraisal is an essential aspect of employment for every employee and a good showing is determined and measured through the evaluation form. It not only helps in knowing if the employee is eligible enough for a better compensation, but it also is an essential tool in determining his growth and development of the in the organization.