Manager appraisal form
I / MANAGER INFORMATION:
• Job Title
• Date of Last Review
• 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.
1. Identify competencies needed for job, for example:
• Technical skills
• Financial skills
• Decision making ability
• Analytical ability / problem solving
• Written communication skills
• Oral communication skills
• Customer focus
• Organizational ability.
• Negotiating skills
2. Rating scales can be:
• 1 = Exceptional
• 2 – Strong
• 3 = Fully Competent
• 4 = Continued Development
• 5 = Poor
• N = Not Applicable
IV/ MANAGEMENT SKILLS
1. Staff Development/ Mentoring
2. Influencing Skills
3. Analytical/Conceptual Thinking
4. Ability to Lead a Team
5. Using Business Acumen
6. Coaching skill etc
1. Strengths (examples of where individual has excelled).
2. Developmental needs (areas that need strengthening, additional experience/exposure).
VI/ OVERALL RATING
1. Rating scales
• Fully Competent
• Continued Development
• New to Position
2. Definition of each element:
• 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.
• 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.
• New to Position. Employee has been in position for less than six (6) months.
VII/ MANAGER COMMENTS
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.
Manager / Supervisor Signature Supervisor Signature
Distribution: (1) Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to Manager / Supervisor.
VI. Best performance appraisal resources
1. Phrases For Performance Appraisals. Benefits of this ebook include: A collection of hundreds of ready-to-use impactful appraisal comments and phrases; Phrases to highlight your key strengths and achievements; Phrases to downplay your weaknesses to soften the impact on your overall performance; A comprehensive list of phrases covering most of the categories of KPIs used by many companies; Guidebook provided in Microsoft Word softcopy for your easy copy, paste and modify in your appraisal form; Guidebook provided in Microsoft Excel spreadsheet so that you can use it also for your employees’ appraisals and easy moderation! etc
2. Employee Performance Appraisals Forms. Benefits of this ebook include: Make your “fair” help good & make your “good” help great; Improve efficiency; Save hours upon hours of time; Get what you want out of every hourly dollar you pay your employees! Even your best employees need to know they are appreciated; Impress your boss or, if you are the boss, motivate your staff by giving them the feedback they NEED to be a better employee etc
3. Employee Performance Review: Tips, Templates & Tactics. Contents of this ebook include: Probation policies and templates, performance review tips, performance appraisal tips; Performance review tips, performance appraisal tips performance review policies and templates; Performance review tips, performance appraisal tips learning & development policies and templates; Performance review tips, performance appraisal tipspoor work performance policies and templates etc
4. Managers Guide to Performance. Contents of this ebook: How to deal with an employee who displays negative behavior….help them deal with their own issues and change their behavior; How to coach an employee to higher performance….employees want your leadership and will follow a strong manager; How to be clear about what you expect from them….an employee always wants to know how to best perform; How to give your employees the opportunities to perform……if they can’t or won’t, then how to let them go.