A performance evaluation sheet has a compiled list of questions that are drawn to help evaluate an employee’s performance. It is very important to the company, and if proper evaluation is done based on the points in the sheet, then the desired result is achieved.
Most organizations have periodic employee evaluation programs, on which the performance appraisals of the employees are based. This works on many levels – for one, it allows the employees to improve their performance after getting a feedback; two, it motivates them to continue working hard and, all in all, it allows them to know what they are doing right and what they aren’t so that they can work to the best of their abilities.
The far reaching effects of this exercise is that the employee motivation and productivity increases and job satisfaction is achieved. which, in the larger frame of things spells good news for the company.
There is however, a lot of confusion about the forms – how does one go about calculating performance evaluation exactly? That is why this article will help you by giving you some employee performance evaluation examples and explain how to go about drafting a form of the same.
There are several ways of drafting a template. This form allows the company to calculate certain key factors which have a direct effect on the performance of the employee. It has been observed that the way in which the form is drafted is not as important as the way in which the factors are calculated. In the following section, let us understand this better by looking at some samples of performance evaluation forms and the qualities that they should calculate.
Details
For an employee performance evaluation, the introduction should have the complete details of the employee and other important factors in place. This should include:
- Name of employee
- Department
- Designation
- Name of evaluator
- The designation of evaluator
- The date of evaluation
- Time since the last evaluation
- Names of other senior evaluators present
These details are important for future reference.
Positive and Negative Attributes
The following list features certain positive and negative attributes that the organization can include to calculate the employee’s performance. These pointers need to be answered in the affirmative or the negative. The more affirmations there are, the better it is considered. Positive affirmations directly translate to being a good worker and possessing the qualities that every organization looks for in their employees.
And since it is considered a good sign, it is what every employee should aim for. On the other hand, a negative feedback is not considered a good sign. It only translates to the employee having to improve a lot and prove his capabilities to the organization. That is why, no matter how less or more the number, it should be avoided.
Whenever there are negative qualities that are brought to the fore, the aim should be to improve upon them. Given below is a sample list of the pointers. Answer them with a yes or no.
- Is always punctual.
- Faces challenges head on.
- Motivates colleagues.
- Is a good team player.
- Possesses good leadership skills.
- Is open to change.
- Handles work pressure effectively.
- Constantly challenges the norm for improvement.
- Portrays good communication skills.
- Has a lot of knowledge on varied things.
- Constantly updates himself with the latest technology and knowledge regarding his job.
- Has excellent/good problem solving capacities.
- Is not careless about the finer details.
- Has high self-confidence.
- Has innovative and creative solutions for problems.
- Helps employees out when they have difficulties.
- Can work well in a team as well as independently.
- Is flexible.
- Listens actively.
- Maintains cordial relations with all around him.
- Values customer satisfaction.
- Has excellent/good problem solving skills.
- Has great time management skills
- Adapts to any situation well enough.
- Is aware of his duties and does them well.
- Is confident in the work he does.
- Always gives in superior quality work.
- Follows instructions and directions well.
- Always strives to excel.
- Is shown to improve after learning from mistakes.
Depending on the kind of evaluation you want to carry out and the qualities that you want to calculate through it, the performance evaluation methods will change and a form can be drafted in accordance to that. It can also include other key performance indicators by which the improvement that the employee has shown over a period of time can be calculated.
And with the examples in the above article it will be easier for you to draft an evaluation form that is based on the specific qualities that the organization wants to know about. All the best!
