Templates and forms for employee evaluation
Most reviews take place once a year. However, depending on the nature of your business, it may be more effective to conduct multiple assessments several times a year.
Research by IRS Employment Review found that seven out of ten UK employers assess employees at least once a year and only one manager in 100 respondents said assessments are a waste of time and money. As a small business owner, time can be very precious, and an appraisal can be one of the few times you can rate your employees, commend successes, and discuss ongoing goals.
However, you and your employees shouldn’t feel that this is the only time when issues can be discussed. It is a good idea to have an open house policy that employees can feel comfortable reaching out to in an informal atmosphere. Also, note who will be doing the performance review. Some employees may feel uncomfortable raising issues with their manager. Therefore, it is a good idea to have someone on hand who may be better able to conduct the assessment.
Preparation is key
If you need to conduct multiple assessments, prepare a standard template that can be completed prior to the assessment to provide a foundation for the process.
Any good template or form for evaluating employees should include the following:
- What are the main tasks of the employee?
- Review of work performance during the year
- Any obstacles to success or difficulty
- Personal development goals for the coming year
- Relevant business / team goals for the coming year
Try not to make the structure too rigid as this will limit the amount of feedback.
There are many online resources that offer free sample documents. Below are some of the best. An interesting take on the subject is an interactive service creation form builder offered by JotForm. The website guides you through simple steps with the help of a well-designed graphical interface and at the end you can fill out the form below.
Web resources for employee review templates
For examples of evaluation templates for different types of companies, see:
- ACAS – The Advisory, Mediation and Arbitration Service has 5 exemplary assessment forms for different scenarios: for workers, for work goals, for promotions, for self-assessments and a standard questionnaire. The documents are in DOC form and can be downloaded free of charge.
- SHRM – A completed performance review form is available for download on this website. This is useful when you want to see how to fill out your own forms.
- Software proposal – have compiled a list of over 50 examples that are available for download. Each example is accompanied by a large format image that will allow you to easily choose the one that best suits you.
- Uptick – a workforce management app company – has put together a fairly comprehensive set of 70+ sample assessment templates for various categories in Word, PDF, and Excel formats.
Create your own template
A good evaluation form is easy to understand, easy to fill out, and contains enough details to actually be worth it. This video from Gregg Learning shows how you can make your form an effective performance tool:
It can be difficult to strike a balance between negative and positive when assessing, but it is important to make sure that your employee is comfortable. Whenever you highlight concerns or issues, try to address them positively and always back up your comments with relevant examples. This will help spread defensive reactions. Always try to end the review on a positive note by touching the goals achieved or thanking the employee for their contribution.
Remember that an appraisal is a two-way process and should spark discussion by both you and the employee, so you can consider a process in which employees rate their managers.
– Set a time and date for the employee review and make sure you stick to it to show your employees that you value this time.
– Take notes before and after the assessment. A written record is important for legal obligations and a useful reference when the next assessment is due or to meet / review goals.
– Praise for successes and set realistic goals with a set date for their achievement.