Free Employee Evaluation Forms!FREE EMPLOYEE EVALUATION FORMS DOWNLOAD HERE! * An Employee Evaluation Form - How to Use it and Where to Get it! * Why Should I Use an Employee Review Form? * Sample Employee Self Evaluation * Employee Appraisal Forms and Information I got in a big argument with my dad this morning over all things, free employee evaluation forms! He thought I was taking the easy way out by using an evaluation form! It brought back bad memories of the times he wouldn’t let me use a calculator even though the teachers had no problem with it! He still gets on me even though I’m in my mid fifties for using a calculator to balance my checkbook! His philosophy is that you shouldn’t take shortcuts. You shouldn’t take advantage of the luxuries because it will make you soft and lazy! You see my dad is an old school military man that’s a little hard headed that believes you need to do things the hard way in order for them to matter! He told me that using an evaluation form, even though it was perfectly legal, was like a crutch! I have provided free employee evaluation forms for your use. Feel free to change them in whatever way that works best for your organization. Just copy and paste! Thank you! Related Topics Are they measurable? In other words think about what you are evaluating them on. Is it subjective or objective? Is it a feeling you have or is it real? Categories A typical evaluation form will have the following items to evaluate and rate; Job Knowledge Quality of Work Quantity of Work Oral and Written Communication Skills Team Work Reliability Flexibility/Adaptability Initiative Time a Management Decision Making/Problem Solving You can add 0 his list, or take away from it, to meet your specific organizational goals, but this should be a good starting point. When you are considering your expectations remember to think about salaried versus hourly employees. This will most likely mean that you would have different evaluation for s for each. General Other things to consider placing on your evaluation would be; Strengths/Weaknesses Areas of Improvement Plan of Action Employee Comments Some organizations will ask the employee to complete a self evaluation first. Some may only ask the employee for written input that they would like to see included on their evaluation. Most will not make it mandatory; however, in some cases they may for salaried employees. A lot of employees are uncomfortable with doing a self evaluation, so I would not recommend making it mandatory. When it comes to rating an employee I prefer a numbering scale or 1 to 5, where 5 is the top rating. See the evaluation form below that I have provided. Make sure that when you are rating an employee that it is accurate. One problem that a lot of new supervisors get into is inflating the ratings. What ends up happening is that Average is no longer Average, and everyone becomes above average or excellent. This makes your rating system and evaluation system useless. During the evaluation period it is recommended that you make notes of an employee's performance, such as, when they accomplish a project or goals that were met. Of course you can also make negative notes as well, such as, attendance or times they failed to complete a project on time. This should not be kept in the individuals file unless you met with them and they received a copy of it. These would be general notes that are kept in a general file. It is important that you are honest and accurate with your assessment of the employee. When going over the evaluation with your employee make sure you set your expectations for the following year. If you, or the employee, identify barriers to accomplishing those goals, make sure you remove those barriers or remove the expectation. Finally ask the employee what you can do to help them! You never know what they may ask for. Section 1 1. RATING: Based on the rating system in place rate each and every category. If the category does not apply place a N/A for not applicable. Once every category has been rated/completed add the numbers up and then divide by the total categories rated (do not count not applicable categories). The results of this procedure would represent the total for the evaluation. 2. COMMENTS: Use this section to make any relevant comments that help support the rating given for that specific category. This is a very important and critical element of the evaluation process. It is expected that comments will be made for each category. It is important to use actual examples whenever possible. 3. GENERAL: In this section it is extremely important to be as specific as possible when completing each category. Use actual examples whenever possible. This section is not rated but should be consider as important for an overall understanding of the employees evaluation for the previous year and any necessary actions for the upcoming one. 4. SIGNATURES: Make sure that both you and the employee signs and dates the evaluation form.
2 ABOVE AVERAGE - Give this rating when the employee has very few errors and requires very little supervision. 3 AVERAGE - Give this rating when the employee makes few errors and requires a moderate amount of supervision. 4 BELOW AVERAGE - Give this rating when the employee makes several errors and requires a large amount of supervision. This employee needs retraining to become competent. 5 UNSATISFACTORY - Give this rating when the employee makes a large amount of errors and needs constant supervision. This employee is very close to failing and will need to be placed on a performance improvement plan. At a minimum will need significant training to become competent. NOT APPLICABLE - This employee either does not perform this type of work or has not been observed enough for the supervisor to rate them in that particular category. Section 2 JOB KNOWLEDGE - Has skills and knowledge necessary to perform all aspects of job. Keeps current on all new procedures and attends all company sponsored job related training. When required keeps current on all licensing and/or certifications. REMARKS RATING ____________________________ QUALITY OF WORK - Work assigned is accurate, complete and complies with all company standards and policies. REMARKS RATING: ____________________________ QUANTITY OF WORK - Produces significant amount of quality work assigned meeting or exceeding job requirements. REMARKS RATING: ____________________________ ORAL AND WRITTEN COMMUNICATIONS SKILLS - Communicates very effectively with all customers, staff and visitors. Communicates very effectively in all written formats, such as, reports and email. REMARKS RATING: ____________________________ TEAMWORK - Always cooperates with staff, provides assistance when needed, and volunteers often for additional assignments. Never hesitates to pitch in where ever possible. Participates on committees. REMARKS RATING: ____________________________ RELIABILITY - Can be relied upon to follow through on assignments. Attendance and punctuality is excellent rarely having an unscheduled absence or tardy. REMARKS RATING: ____________________________ FLEXIBILITY/ADAPTABILITY - Very easily will adjust to any changes to their normal routine, to include requests from customers, staff, or management. REMARKS RATING: ____________________________ TIME MANAGEMENT - Makes effective use of time. Plans work to meet deadlines. REMARKS RATING: ____________________________ DECISION MAKING/PROBLEM SOLVING - Always evaluates options effectively based on the facts identified. Uses resources effectively to identify and solve problems. REMARKS RATING: ____________________________ SAFETY - Identifies any and all safety related issues and offers potential solutions. Always wears proper Personal Protective Equipment. Understands and complies with company safety procedures and policies. Has a good safety record. REMARKS RATING: ____________________________ OVERALL RATING: _________________________ COMMENTS: Section 3 NOTABLE ACCOMPLISHMENTS COMMENTS: STRENGTHS COMMENTS: OPPORTUNITIES FOR IMPROVEMENT COMMENTS: PLAN OF ACTION FOR ANY OF THE ABOVE COMMENTS: EMPLOYEE COMMENTS COMMENTS: This review has been discussed with me; however, by my signature it does not imply that I agree or disagree. Employee Signature: ______________________________ Date: ______________________________ Supervisor Signature: ______________________________ Date: ______________________________
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