Employees need to know how they are doing, and performance evaluations are an excellent way to provide the necessary feedback. Yet an employee evaluation isn’t a one-time or yearly process either; it begins the second an employee is hired and continues throughout their career with the organization.
What follows is a free sample evaluation form for entrepreneurs to use and cater to their specific human resource needs, so as to provide their staff with adequate feedback and review on a regular, measured basis.
Free Sample Performance Evaluation – Data Section
Start the evaluation form with the kind of data that can be filled in before the actual job evaluation takes place, such as:
- Employee name, number (if applicable), job title, supervisor and department;
- Hiring or start date and the time period for which the employee evaluation is being done;
- Current salary, along with the last salary increase date;
- Why the employee is receiving a performance evaluation (such as it was scheduled, for a promotion or to review a potential salary increase); and
- The date of the employee’s last performance evaluation, as well as the date the current evaluation is being performed.
Free Sample Performance Evaluation – Technical Skills Section
The technical skills section of an employee evaluation is where the reviewer can comment upon the staff member’s:
- Knowledge of the job, including the specific skills and information requirements needed;
- Work quality, such as their accuracy, thoughtfulness, thoroughness, concision, ability to complete projects as requested and consistency;
- Promptness in getting the work required finished on schedule;
- Understanding of the job and all it entails, such as the employee’s ability to learn new skills and put them into practice and follow company rules and/or procedures; and
- Organizational skills, such as their ability to juggle projects and time commitments, and how well they prioritize crucial job-related tasks.
Free Sample Performance Evaluation – Interpersonal Skills Section
Every job requires some level of interpersonal skills, whether or not the staff member has any contact with the public. With this in mind, some of the performance review talking points could include:
- How well or often does the employee take the initiative to get thing done, and are they able to work without supervision most of the time?
- Is the employee respected by his or her peers, subordinates, superiors and/or clients? Do they work well with others?
- Does the employee demonstrate concern for the client’s needs consistently and regularly?
- What kind of attitude does the staff member bring to the workplace?
Free Sample Performance Evaluation – Personal Skills Section
The smallest of the sections in a performance review, the personal skills category merely explains whether or not the employee is punctual, has good attendance, and is attentive to customer relations no matter what their position with the company.
Free Sample Performance Evaluation – Written Evaluation Section
The written evaluation is where the reviewer can write longer, more detailed comments about the employee’s job performance, such as any general comments or whether or not the staff member met the goals and recommendations from the previous performance review.
Free Sample Performance Evaluation – Recommendation Section
This is the portion of the employee evaluation form where the reviewer or human resources professional can give a brief outline of what is to happen based on the performance review. Information covered could include:
- Whether or not the employee’s position will remain the same, receive a promotion, be transferred or changed in any other way;
- What, if any, salary changes or training programs are being recommended; and
- What date the performance review was shared with the employee.
Finish the performance evaluation with the reviewers signature, the employee’s signature, and the date, along with a disclaimer such as, “I have read this employee evaluation and have shared my thoughts and comments with the reviewer. My signature does not constitute agreement, but rather an understanding of the information presented within.”