This Personnel Development form is used by employers to evaluate an employee's
performance and to devise a development plan to maximize the employee's potential.
The form is provided to an employee to assess his or her performance and potential.
The employee's supervisors also review the form and provide feedback regarding the
employee's performance and potential. Completed forms are kept by the human
resources department of the company and used for personnel development purposes.
This document is a useful tool for any company or employer.
Confidential (To be sent in closed envelope)
Employee Name Personnel No. Date of Birth Date Hired
Position Date Appointed Department Location
Supervisor Supervisor’s Superior Reviewed Year Date
1. Employee’s responsibilities
2. Main tasks and results achieved (during the past year)
3a. Completed Training
Did not meet Met Exceeded
expectations expectations expectations
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3b. Future Training & Development Measures (also task assignments for development)
Questions 4-9: ET Web section
To be filled out directly in ET Web for 1-3 positions.
To be filled out in paper version for all staff employees who are not in ET Web.
4. Performance & Potential
4a. Overall performance rating & outstanding contribution
Comments on extra contribution, self-development and above-average initiative taken to
improve business performance. Explanation is mandatory for EP, UP, NR Ratings!
EP VGP GP RP UP NR
EP = Excellent Performance. VGP = Very Good Performance. GP = Good Performance. RP = Reasonable
Performance. UP = Unacceptable Performance. NR = (not rated) = insufficient knowledge to make a judgment.
4b. Performance & Potential (Supervisor’s view)
4c. Performance & Potential (Supervisor’s superior’s view)
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4d. Performance & Potential (Employee’s view)
5. Position requirements
Update position requirements in respective documents to fit actual and future job contents:
- Job description updated? Yes / No
- Qualification Matrix updated? (See 3. Training) Yes / No
- ET Web position requirements updated? Yes / No
(only for tier 1-3 positions)
6. Competency Rating Rating to scale 1=basic, 2=advanced, 3=expert, 4=trainer (as in Qualification Matrix)
Choose and evaluate the respective set of competencies as differentiated below:
Either for positions tier 1-3 or for other staff positions:
Competencies Management (for positions tier 1-3: CO. Competency Framework)
Results orientation Grade Functional Expertise Grade
Entrepreneurial business practice Professional expertise
Quality & Continuous improvement Methods
Customer orientation Up-to-date knowledge
Decision making Experience in related fields
Perseverance Job related IT skills
Analytical Approach Grade Communication Grade
Analysis & Judgment Information flow
Complex task planning Team spirit
Strategic focus Empowerment & Motivation
Ability to learn Intercultural sensitivity
Flexibility & Change Management Networking in the organization
Personality Grade Leadership Grade
Persuasiveness Values & Business ethics
Additionally, evaluate area specific skills (QM-Skills, HR-Skills, LG-Skills) as stated in ET Web.
If done on paper, please use the back of this page or type the skills and rating here below.
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