Information

Employee Performance Appraisal

  • Performance Appraisal For:

  • Date:

  • Manager / Supervisor Conducting the Review:

  • Date Reviewed with the Employee:

General Information:

  • Employee Name:

  • Manager:

  • Review Period:

  • Date:

  • Supervisor's instructions: Carefully evaluate the employee's performance. Check the rating box to indicate the performance. Write supportive details or comments for at least 4 areas. Develop a minimum of two growth goals with the employee.

  • 1. Quality: The accuracy, thoroughness and acceptability of work performed.

  • Supportive Details or Comments:

  • 2. Quantity: The volume is satisfactory work produced. Work is completed in a timely manner.

  • Supportive Details or Comments:

  • 3. Adaptability: The response to changing requirements and conditions.

  • Supportive Details and Comments:

  • 4. Cooperation: The relationship with supervisor and co-workers, including the willingness to help others with their overloads.

  • Supportive Details and Comments:

  • 5. Reliability: The extent to which the employee can be relied on to complete responsibilities in a timely manner.

  • Supporting Details and Comments:

  • 6. Attendance and Punctuality: Reports to work on time, and is prepared to work.

  • Supporting Details and Comments:

  • 7. Safety: Awareness of and ability to follow safety procedures.

  • Supporting Details and Comments:

  • Employee Comments:

  • Employee Statement: I agree / disagree with this evaluation.

  • Employee signature

  • Manager signature:

  • Rating Identification Score:
    Outstanding: Performance is exceptional in all areas and is recognizable as a major contribution.
    Good: Results clearly exceed requirements.
    Satisfactory: Competent and dependable level of performance. Meets expectations,
    Improvement Needed: Performance is deficient in certain areas. Improvement is needed.
    Unsatisfactory: Results are generally unacceptable.

  • List below the goals, objectives, projects or special assignments which should be continued and/or completed in the upcoming year. It is understood that these goals, objectives, etc. are subject to adjustment and change as situations and priorities change.

  • 1.

  • 2.

The templates available in our Public Library have been created by our customers and employees to help get you started using SafetyCulture's solutions. The templates are intended to be used as hypothetical examples only and should not be used as a substitute for professional advice. You should seek your own professional advice to determine if the use of a template is permissible in your workplace or jurisdiction. You should independently determine whether the template is suitable for your circumstances.