HR management

EMPLOYEE PERFORMANCE APPRAISAL FORM

I / EMPLOYEE INFORMATION:

• Name
• Date
• Job Title
• Date of Last Review
• Department:
• Appraiser Name

II/ PERFORMANCE ACHIEVEMENT

• You should design table with columns as No, agreed objectives, weight, result, total score.
• This table is used for objective performance

III/ COMPETENCIES

1. Identify competencies needed for job, for example:

• Written communication skills
• Oral communication skills
• Customer focus
• Teamwork
• Organizational ability.
• Negotiating skills
• Technical skills
• Financial skills
• Decision making ability
• Analytical ability / problem solving
• Initiative/perseverance/enthusiasm
• Flexibility

2. Rating scales can be:

1 = Exceptional
2 – Strong
3 = Fully Competent
4 = Continued Development
5 = Poor
N = Not Applicable

IV/ DISCUSSIONS

1. Strengths (examples of where individual has excelled).

2. Developmental needs (areas that need strengthening, additional experience/exposure).

V/ OVERALL RATING

1. Rating scales

• Exceptional
• Strong
• Fully Competent
• Continued Development
• Poor
• New to Position

2. Definition of each element:

• Exceptional (clearly outstanding performance). Performance falls within top 5 – 10 % of employees at his/her level.
• Strong (excellent performance). Performance falls within top 15% of the employees at his/her level.
• Fully Competent (solid performance). Consistently meets expectations. Two-thirds of your employees should fall within this category.
• Continued Development. Needs development in current position. Overall performance is somewhat lower than expected for the current position.
• Poor (unsatisfactory performance). Performance is clearly below what is expected at current position/level.
• New to Position. Employee has been in position for less than six (6) months.

VI/ EMPLOYEE COMMENTS

———————–

———————–

VII/ SIGNATURES:

The employee’s signature below indicates that a performance development discussion was conducted on the specified date, but does not necessarily indicate agreement with the content of the session.

Employee Signature Supervisor Signature

Date Date.

Distribution: (1) Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to Employee.

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Author: Davi Ngo, hrvinet.com

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