20 Employee Evaluation Forms and Templates (Word & PDF)

Employee evaluation forms are an essential part of many businesses. Daily feedback and regular interactions with employees are also invaluable, but the chance to periodically review someone’s overall performance can help managers and employers better understand their staff and needs. Not only is it helpful to management, but employees have the opportunity to see how their work and behavior are perceived. For some, it’s a chance to amend problem areas, while others can look back at their progress with pride. Tying reviews to pay raises is also a common practice because it creates a record of how the employee provides value to the company.

Unfortunately, the employee review has gotten a bad rep. People don’t always relish the idea of having their recent career summed up. However, there is a better way to present the information to help effect positive changes. How you conduct the review is pivotal to the intended outcome. We will guide you through writing a performance review that accurately depicts an employee, their skill set, valuable contributions, and how to assess problem areas without compounding them through an overly stressful review process.

What Is an Employee Evaluation Form?

An employee evaluation form is a written assessment of the employee’s performance, abilities, and how they improve a company’s bottom line. Direct supervisors usually conduct the reviews, develop a ranking system and grade their workers. These reviews offer a level, unbiased way to categorize and catalog how your business is running and who helps or hinders that process most. Rewarding those who do well and working with employees who need improvement will help raise morale and show your staff that their success is essential. Happy and highly functional employees make a business run smoothly, so periodic evaluation is a step toward that goal. Download one of our free templates and use Word or Excel to add your employee information over and over again. You save time by not creating forms from scratch, and everyone is held to uniform standards so you can get an unbiased overview of their work.

What Is an Employee Evaluation Form Template?

An employee evaluation form template is a reusable blank document you fill with scores and notes that offer you a better overall picture of an employee’s productivity. Although each business uses its own standards to determine employee success, these highly customizable forms provide an organized way to present the metrics that matter to you. Our templates contain preset checklists and other information you can customize to meet your company’s needs.

Employee Evaluation Form Templates & Examples

Employee Evaluation Form #01

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Classified Employee Performance Assessment

CNIC NON APPROPRIATED FUND EMPLOYEE PERFORMANCE RATING FORM

Employee Annual Performance Evaluation

EMPLOYEE ASSESSMENT FORM

EMPLOYEE EVALUATION FORM

EMPLOYEE PERFORMANCE REVIEW

Employee Review

Employee Self Evaluation Form

Performance Appraisal Plan Examples

Performance Evaluation

    Why Use An Employee Evaluation Form?

    “If you can’t measure it, you can’t improve it.”

    – Peter Drucker

    The primary focus of an employee evaluation is to provide a concise and accurate review of an employee’s productivity. This can help managers address concerns, education gaps, and problem areas while showing where people excel and who provides the business with the most value. Sometimes known as employee reviews or annual reviews, your evaluations should help you to make improvements for and with your staff. Evaluations are part of a paperwork chain in case you need to let someone go, and they can help show you who has promise or more skills to offer when it’s time for raises or promotions. Use an employee evaluation form when you need to know how employees are doing with their daily work, but also show them that you see their efforts, support their needs, and want to help them achieve their career goals.

    Benefits of a High-Quality Performance Review

    A bad performance review is simple. It leaves people feeling disheartened, chastened, set upon, stressed and upset. However, a high-quality performance review can gently address issues while leaving employees feeling happy and recognized for their contributions. Here is a list of added benefits you get from performing a great performance review.

    • Improves communication between employees and management
    • Creates a record of workers’ contributions to the success of the company or, in rare cases, a record of ongoing problematic behaviors
    • Increases worker’s performance
    • Increases job satisfaction
    • Aids in developing new goals and objectives
    • Helps plan employee training to improve existing skills and teach new ones
    • Provides a basis for performance-based incentives
    • Offers a chance to sit down with each person as an individual, outside their daily tasks, and address any concerns (from either side, listening is essential).
    • Improve company cohesion
    • It gives insight into what employees need to succeed
    • It helps weed out significant problems before they can exacerbate

    Warning: An evaluation form will not solve performance inefficiencies. Although a review can help identify and track issues, it should never be the sole input source. Your performance review is the first step in identifying needs, but it can’t ‘fix’ a problem. To alleviate performance issues, use a Performance Improvement Plan (PIP) after the evaluation. Doing this sets forth specific steps and helps your staff work on areas where they need to focus.

    What To Include In An Employee Evaluation Form?

    A professional review should contain primary data to identify the form’s purpose and the employee and interviewer. Additionally, it would be best if you had a rating system and specific metrics the company seeks to understand. A section for tabulation, space for the scores, along with a comment section are all essential elements. Below is a list to help you with your composition.

    • A title for the form itself, such as “Employee Evaluation.” This simple title allows for easy access and filing.
    • The date
    • An indication of the review period. This is usually annual, or it can be semi-annual, like a quarterly review.
    • Employee name ID, and job title
    • Reviewer name and job title
    • Evaluation points and the main objective should appear as a small note section above the actual metrics chart. This is also a good place to note your simple rating scale for reference. It’s vital to have standard criteria for everyone and use the evaluation to bring each employee in line with those goals through additional training or support.
    • Employee duties as they relate to the collected metrics. This can be a brief job description.
    • A metrics chart. This will contain items like “Completed on time” or “Interactions with Customers.” This can evaluate any aspect of the job or its performance that you wish to keep track of, and there is no limit to how many metrics you can measure.
    • A column for scores
    • Goals and planning section to remind employees of their objectives and future goals. The reviewer may provide concrete directives for achieving the set goals.
    • Comment section where the reviewer provides accurate performance feedback and suggests actionable strategies to improve inefficiencies. Some evaluation forms have an associate’s comment section where the employee can indicate pertinent work issues.
    • Dated signatures of the reviewer and the employee.

    Types of Performance Reviews

    There are several different types of performance reviews. The three general types of performance reviews are Top-Down (from the management), Peer Reviews, and Self Assessments. Each version serves a unique purpose and can give helpful insight into how and why they are performing the way they do.

    • Top-Down Evaluations- These entail an immediate supervisor or the HR department collecting data and grading employee performance. The senior executive develops the metrics and the grading system and conducts interviews and file reviews to get employee productivity reports. A Top-Down performance review from a superior is the most common method.
    • Peer Reviews- As the name suggests, this is a performance assessment conducted by colleagues of near similar ranking who have worked with the employee and comprehended their strengths, weaknesses, and skills in product development and service delivery. Peer reviews will give you insight into things the management may have missed and help pinpoint problematic or especially valuable personalities.
    • Self-Assessment Performance Reviews- This type of review is employee-centered. Individual employees evaluate themselves. In a self-assessment, the employee references their track record with the company and uses analytical skills to gauge themselves accurately. However, the senior executive formulates the self-assessment tools, and the end product should be assessed by management/human resources or whoever oversees the process. A self-review is useful for helping employees get an honest look at their work and for gaining insight into how they think about their contributions to the company.

    How to Create a Performance Review Form

    Creating a performance review form is relatively straightforward. It would help if you had primary data, a rating system, and a little time. We recommend saving the initial form as a reusable, refillable template that you can get years’ worth of value out of without needing to spend time remaking it. Alternatively, you can download one of our free, professionally created templates and modify it in Word or Excel to suit your needs.

    • Step 1: Gather employee data from the records department.
    • Step 2: After you have the employee’s file conduct a face-to-face interview to obtain more information on the employee’s performance and record work and non-work-related aspects of the worker’s productivity.
    • Step 3: Identify and list relevant metrics. These are areas of the employees’ job with measurable impact on the company’s bottom line, overall productivity in their department, and other essential performance-impacting data.
    • Step 4: Develop assessment criteria in line with company objectives. The requirements should focus on specific areas relevant to the employee and their position rather than broad productivity goals.
    • Step 5: Provide a detailed description of the evaluation grading system and goals.
    • Step 6: List the job responsibilities of the individual employees.
    • Step 7: Create a chart that shows specific responsibilities and their rating.
    • Step 8: Rate the individuals’ performance based on the rating scale.
    • Step 9: Make notes on their reactions, input, and other relevant facts.
    • Step 10: Include a line for the employee’s signature to prove authenticity.
    • Step 11: Save the form for reference.

    Tips For Better Performance Reviews

    Making the performance review process into something informative and positive rather than a stressful situation that negatively impacts morale and job performance is essential. Taking steps to make your reviews better can help reduce the adverse effects and increase receptivity to positive suggestions.

    • Always use the same standards and rating system for employees.
    • Ensure that performance reviews are not a surprise. This should never be like a pop quiz. Take time to explain the review system to new hires and have a staff meeting about it in advance. Allowing everyone to prepare mentally will foster a more open and helpful interview process.
    • Discuss problem areas openly, calmly, and kindly.
    • Always have a plan for how to address a known issue.
    • Ask questions, especially where there is a specific performance issue. For example, if John Smith could not complete an assignment on time, it’s essential to understand why. If he has excuses for why he couldn’t effectively manage his time, then you have a performance issue and can work on that through training. However, it should be verified and noted if he didn’t finish that job on time because he was training a new person or if it was a group effort where another employee didn’t do their part. This way, “John” isn’t wasting his time re-learning time management or being looked at for a performance issue he doesn’t have when you should be talking to Joe Doe about why he never turned in the necessary documentation to finish that job on time.
    • Provide constructive feedback with honest suggestions.
    • Remain objective to the review and use clear terms to avoid ambiguity.
    • Create an action plan for after they leave the interview. This should have a set of simple steps or instructions for what to work on to improve. If additional training is warranted, set it up within 24 hours and have them start as soon as possible. Then make a note for their next performance review to see how things have improved.
    • Listen to what your employees have to say. Not only will this provide more insight for your review, but you will also learn things you didn’t know about the daily operation of your business.

    What To Do With Performance Reviews

    Sitting people down and doing performance reviews is a great start. However, if all you do is fill out a form, you aren’t using the reviews properly. A good performance review should net results, not just waste time and paper. Here are some of the things you should do with those performance reviews.

    • File the performance reviews for later assessment.
    • Look at any actionable issues and list who needs additional training. Then set them up with the necessary training.
    • Create actionable lists that help increase performance without retraining.
    • Make notes on who is excelling and record these wherever your business keeps data that goes into decisions about pay raises and promotions.
    • If there are serious concerns, submit copies of the reviews and notes to whoever handles hiring and firing.
    • Use performance reviews collected over time to gain insight into your employees and make better decisions.

    FAQs

    You may still have questions about the performance review process or creating forms for reviews. Here are the top four questions asked by people who wanted more information on this topic.

    When to use an employee evaluation form?

    Use performance appraisals to rate employee performance and gauge your company’s success. You can use employee evaluation forms annually or semi-annually, depending on your company policy. It’s essential to use identical records, policies, rating systems, and timing for everyone. An employee evaluation form should never be used to single out one person.

    How to prepare an employee performance review?

    Getting ready for employee performance reviews is simple. Develop a suitable universal template and set up an area for conducting your reviews. Discuss the impending reviews with everyone in advance, and look at anything you have on file about their performance over the review period. If you feel the need, you can also prepare by learning how to talk to employees to foster a positive working relationship.

    Do small businesses need employee performance evaluation forms?

    Yes, small businesses need employee performance evaluation to congratulate employee successes, ameliorate inefficiencies, and track business performance through workers’ input. Though performance reviews are more common in mid to large-sized businesses, the size of your organization doesn’t impact how valuable these periodic reviews can be. Even if you only have one or two employees, tracking their performance to celebrate or improve your workforce is a wise policy.

    What to write in an employee performance evaluation?

    Before deciding what to write, you need two pieces of information. What are your business goals, and what metrics directly or indirectly impact reaching those goals? Productivity, customer experience, and more can all change your bottom line. Assess the employee’s competencies, work collaboration, and quality of work. You can tailor your appraisal to include essential aspects of your organization. Still, in general, you should show a score and why that individual received the score they did, plus a plan for improvement or a recommendation for a raise as needed.

    Final Thoughts

    Employee evaluations with standardized performance review forms can play a critical role in the overall function of a business. When used correctly, this practical tool can concisely depict employee productivity and develop new objectives based on the review. A well-made review with a smart interviewer can help you make better decisions on promotions and pay raises, offer appropriate incentives, and identify those workers who might benefit from additional training, materials, or assistance. Assessing how well each person thrives and contributes to your business offers vital insight. Employee performance evaluation forms are a simple way to stay organized, keep a running record of employee metrics impacting your bottom line, and create actionable plans to reward and improve performance.