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!
The argument suddenly ended when I reminded my dad that he is wearing glasses and using a hearing aid!
I guess I hit him a little below the waste, but my point was clear!
What was the big problem with using a form that an expert created?
As you consider a reason to evaluate your employees, consider this! The number one reason people leave their job is that they don’t feel appreciated!
They don’t feel like their employer recognizes their contributions to the company!
What better way to show your employees that you recognize their contributions is through a very well thought out evaluation!
Whether my dad agrees or not I choose to use an employee evaluation form from one of the best sources I personally know of.
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!
Prior to implementing a performance evaluation system you will need to determine what are your expectations for your employees?
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?
A typical evaluation form will have the following items to evaluate and rate;
Quality of Work
Quantity of Work
Oral and Written Communication Skills
Time a Management
Decision Making/Problem Solving
You can add to this 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.
Other things to consider placing on your evaluation would be;
Areas of Improvement
Plan of Action
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.
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.
1 EXCELLENT - Give this rating when the employee is performing with very little to no errors, and requires little to no supervision.
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.
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.
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.
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.
RELIABILITY - Can be relied upon to follow through on assignments. Attendance and punctuality is excellent rarely having an unscheduled absence or tardy.
FLEXIBILITY/ADAPTABILITY - Very easily will adjust to any changes to their normal routine, to include requests from customers, staff, or management.
TIME MANAGEMENT - Makes effective use of time. Plans work to meet deadlines.
DECISION MAKING/PROBLEM SOLVING - Always evaluates options effectively based on the facts identified. Uses resources effectively to identify and solve problems.
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.
OPPORTUNITIES FOR IMPROVEMENT
PLAN OF ACTION FOR ANY OF THE ABOVE
Do You Need Free Employee Evaluation Forms?
One of the main keys to running a successful company is to have a consistent way of evaluating employee performance. This allows an employee to see where they are succeeding and the areas that they need improvement. Finding free employee evaluation forms online is easy. In fact you can find a very good one right here on this website. You can then use them to provide all of your employees with the same criteria for job performance.
Without such forms, employees may not understand the differences in raises or promotions of their peers. Free employee evaluation forms allow you the opportunity to show things such as their ability to work with a team or excessive tardiness. The more that the form lays out the different aspects of your business, the more clearly you can communicate how you view the employee.
Make certain that when you fill out the free employee evaluation forms that you focus on the behaviors of the employee. You do not want to use words that criticize their personalities or other direct attacks. This will only put the employee on the defensive. However, clear feedback that indicates which areas need improving provides the employee with set goals. You also need to give them information that directs them in achieving these goals.
The more consistent you are with your employees and the more direct about the needs of the company, the easier it will be for you to create a happy and successful team. Using performance reviews that highlight their good qualities and give positive suggestions in areas that need improvement is a great place to start. When you notice that an employee is beginning to change those challenging aspects of their performance, take notice. A few kind words directed at their increasing performance will encourage the employee to continue to work hard. You will end up with a well functioning team.
Thank you and May God Bless You!