Appraisal Review Form

Appraisal Review Form

This is an editable form, just copy it and paste in MS Word Document File.

 

Appraisal  Review Form

 NAME: ____________________________ DEPT: _______________ EMPL No. ____________

TITLE: ______________________________

DATE OF JOINING: ____________ , APPRAISAL PERIOD: ______________

 

PERFORMANCE EVALUATION FACTORS: We are using 11 factors in this form that can be reduced or increased as per the level of job responsibilities of the employee.


JOB KNOWLEDGE
Knowledge of products, machine operating or equipment, if any, policies and procedures; OR knowledge of techniques, skills, procedures, and materials.

 

_____
_____
_____


_____

_____

Expert in job, has thorough grasp of all phases of job.
Very well informed, seldom requires assistance and instruction.
Satisfactory job knowledge, understands and performs most phases of job well, occasionally requires assistance or instruction.
Limited knowledge of job, further training required, frequently requires assistance or instruction.
Lacks knowledge to perform job properly.

5
4

 

3


2
1

 

QUALITY OF WORK
Accuracy, error free work, quality of work in general.

 

_____
_____
_____
_____

_____

Highest quality possible, final job virtually perfect.
Quality above average with very few errors and mistakes.
Quality very satisfactory, usually produces error free work.
Room for improvement, frequent errors, work requires checking & re-doing.
Excessive errors and mistakes, very poor quality.

5
4
3
2

1

 

QUANTITY OF WORK
Total Work output of the employee.

 

_____

_____
_____

_____
_____

High volume producer, always does more than is expected or required.
Produces more than most, above average.
Handles a satisfactory volume of work, occasionally does more than is required.
Barely acceptable, low output, below average.
Extremely low output, not acceptable.

5

4
3

2
1

 

RELIABILITY
The extent to which the employee can be depended upon to be available for work, do it properly, and complete it on time. The degree to which the employee is reliable, trustworthy, and persistent.

 

_____
_____

_____
_____

_____

Highly persistent, always gets the job done on time.
Very reliable, above average, usually persists in spite of difficulties.
Usually gets the job done on time, works well under pressure.
Sometimes unreliable, will avoid responsibility, satisfied to do the bare minimum.
Usually unreliable, does not accept responsibility, gives up easily.

5
4

3
2

1

 

INITIATIVE AND CREATIVITY 
The ability to plan work and to go ahead with a task without being told every detail, and the ability to make constructive suggestions.

 

_____

_____

_____
_____
_____

Displays unusual drive and perseverance, anticipates needed actions, frequently suggests better ways of doing things.
A self starter, proceeds on own with little or no direction, progressive, makes some suggestions for improvement.
Very good performance, shows initiative in completing tasks.
Does not proceed on own, waits for direction, routine worker.
Lacks initiative, less than satisfactory performance.

5

4

3
2
1

 

JUDGEMENT
The extent to which the employee makes decisions which are sound. Ability to base decisions on fact rather than emotion.

 

_____

_____
_____

_____
_____

Uses exceptionally good judgement when analyzing facts and solving problems.
Above average judgement, thinking is very mature and sound.
Handles most situations very well and makes sound decisions under normal circumstances.
Uses questionable judgement at times, room for improvement.
Uses poor judgement when dealing with people and situations.

5

4
3

2
1

 

COOPERATION
Willingness to work harmoniously with others in getting a job done. Readiness to respond positively to instructions and procedures.

 

_____

_____
_____
_____

_____

Extremely cooperative, stimulates teamwork and good attitude in others.
Goes out of the way to cooperate and get along.
Cooperative, gets along well with others.
Indifferent, makes little effort to cooperate or is disruptive to the overall group or department.
Negative and hard to get along with.

5

4
3
2

1

 

ATTENDANCE
Faithfulness in coming to work daily and conforming to scheduled work hours.

 

_____

_____

_____
_____

_____

Always regular and prompt, perfect attendance , absent only in rare emergency.
Very prompt and regular in attendance, above average, pre-planned absences.
Usually present and on time, normally pre-planned absences.
Lax in attendance and/or reporting on time, improvement needed to meet required standards.
Often absent without sufficient reason and/or frequently reports to work late or leaves early.

5

4

3
2

1

 

PLANNING AND ORGANIZING
The ability to analyze work, set goals, develop plans of action, utilize time. Consider amount of supervision required and extent to which you can trust employee to carry out assignments conscientiously.

 

_____

_____

_____

_____
_____

Exceptionally good planning and organizing skills. Conscientious.
Above average planning and organizing. Usually carries out assignments conscientiously.
Average planning and organizing. Occasionally requires assistance.
Room for improvement. Frequently requires assistance.
Unacceptable planning and organizing skills.

5

4

3

 

2
1

 

DIRECTING AND CONTROLLING
The ability to create a motivating climate, achieve teamwork, train and develop, measure work in progress, take corrective action.

 

_____
_____
_____
_____
_____

Exceptional leader, others look up to this employee.
Above average. Usually, but not always motivational.
Average. Sometimes needs to be reminded of leadership role.
Needs to improve motivational and teamwork skills.
Unacceptable directing and controlling skills.

5
4
3
2
1

 

DECISION MAKING
The ability to make decisions and the quality and timeliness of those decisions.

 

_____

_____

_____
_____

_____

Exceptional decision making abilities. Decisions are made in a timely manner.
Above average decision making abilities. Usually makes sound and timely decisions.
Average. Sometimes requires assistance in making decisions.
Needs to improve decision making and/or timeliness of decisions.
Unacceptable decisions and/or timeliness.

5

4

3
2

1

 

PERFORMANCE LEVELS

DISTINGUISHED (5)
Truly outstanding performance that results in extraordinary and exceptional accomplishments with significant contributions to objectives of the department, division, group or company.
COMMENDABLE (4)
Consistently generates results above those expected of the position. Contributes in a superior manner to innovations both technical and functional.
FULLY SATISFACTORY (3)
Good performance with incumbent fulfilling all position requirements and may on occasion generate results above those expected of the position.
NEEDS IMPROVEMENT (2)
Performance leaves room for improvement. This performance level may be the result of new or inexperienced incumbent on the job or an incumbent not responding favorably to instruction.
MARGINAL (1)
Lowest performance level which is clearly less than acceptable, and which is obviously well below minimum position requirements. Situation requires immediate review and action. Possible separation or reassignment is in order without significant and immediate performance improvement.

MANAGERIAL COMMENTS

Noteworthy strong areas of present performance:
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________

Areas requiring improvement in job performance:
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________

What has the employee done to improve performance from the previous review?:
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________

Developmental Plans:
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________

To what extent have previous plans been carried out?
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________

Overall Performance Rating = (Total Sum of All Factors) divided by (Total Number of Factors), in this form 11 factors are used.

Circle one category below:

 

1

2

3

4

5

Marginal

Needs Improvement

Fully Satisfactory

Commendable

Distinguished

 

* Manager must submit to the Department Head and Human Resources, prior to the performance discussion with the employee, a detailed plan to address "marginal/needs improvement" performers.

EMPLOYEE COMMENTS:
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________

SIGNATURES: Signatures acknowledge that this form was discussed and reviewed.

 

 

__________________
Employee
Date: _________

Prepared by:

__________________
Supervisor
Date: _________

Approved by:

__________________
Next Mgmt. Level
Date: _________