Employee performance review forms

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					Employee performance review forms

Performance reviews offer insight on how well individuals excel at their jobs in the
workplace. To some degree the rating system may resemble an academic report card
or perhaps an intricate scoring system. In today's age, performance reviews are highly
valued as resources are limited while the large supply of walking talent floats within
the job market. Aside from assisting employers how they should allot their assets to
the most deserving employees, it is necessary for people to know where they are rated
and ranked among their competition. This differentiates those who perceive their
position to be a job versus one that is a stepping stone on a career path. Such reviews
are either held semi-annually or annually, whereas companies may also conduct
reviews after new employees complete their probationary period. A fair amount of
companies do bring new employees on board with probationary terms that usually last
either 90 days (3 months) or 180 days (6 months). These provisions may vary due to
the size of the company and factors that lead management to enforce these decisions.

Some of the elements that add weight to one's performance reviews are the following:
*Attendance-this shows consistency in behavioral patterns of an employee to
employers and clients.
*Results-it is VERY important that workers yield positive output(s) than just trying
their best. Remember results lead to business profits which further lead to
salary/bonus increases. In business, numbers speak volumes as they appear the most
objective form of making quick calculated decisions.
*Communication-employees are judged on how well they function in a corporate
culture along with their colleagues, clients, etc. This may also include your writing,
messaging, phone demeanor and inter-personal skills.
*Personality-this is a tricky variable to assess so usually one's attitude and intangible
demeanor is judged in reference to their position and corporate values.
Sometimes the wrong personality can be matched with a job position that the
employee performs poorly without realizing their introvert or extrovert demeanor
conflicts with the nature of the position. If such deviation is acknowledged early on
by the employer, it is possible the employee can be moved to a more appropriate
opportunity that aligns with their true self as this strategic move increases their
performance potential.
*Team Work-some employers put more emphasis on team work than others where
employees are critiqued on how well they work, communicate and deliver results in
their groups. How well people function in their work teams also offers a clue of how
well the company is perceived by outside clients and critics. One adamant personality
can change the dynamics of an entire team and if the entire team becomes effected by
such distractions, it affects the overall team performance.
*Initiative-how often do employees anticipate the needs of those whom they serve and
act upon it before they are asked to do so. Forecasting future needs, planning
accordingly to meet them and delivering such expectations in time proves an
employee can take the time to think, to take a risk while planning, and to claim
responsibility for turning these thoughts into actions.
*Observational Behavior-managers do pay attention to behavior to see if employees
are credible in their speech and actions, if employees honor confidentiality, if
employees abuse company resources and time, if employees are representing the
company properly; how well employees are perceived by their colleagues, etc.

The short list of variables listed above can determine whether an individual will be
granted a salary increase, a bonus, a promotion and many other perks that follow a
successful performance review. To the contrary, receiving less than stellar ratings can
also jeopardize one's position as one can be put on probation or be asked the

In a neutral scenario, the employee can be granted a fair amount of time to improve
their performance before the final assessment. Depending on the nature of the
business, employees are expected to improve their performance immediately while a
follow up review is performed in a two week to a three month time frame.

In most cases generic or customized forms are used as in the format(s) below:

-Open ended questions
-A rating systems (1 to 10 with '10' being the best)
-A ranking system (prioritizing employee attributes)
-A questionnaire that engage team mates to also contribute feedback
-A questionnaire for the employee to judge and rate their own performance, etc.

A few of these formats can be used in one form; in addition supplementary criteria
determine how evaluations are performed.

After all said and done, it is the employee that primarily determines how well their
review will yield successful results. So if things aren't going well as anticipated, speak
up and seek guidance from your boss to change the outcome in time.

Best of Luck!

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performance appraisal.

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