Here's how you can structure a performance evaluation form effectively.

1 Core Competencies

In the core competencies section, you should list the essential skills and behaviors that are critical to the job role. These might include communication skills, teamwork, problem-solving abilities, and adaptability. For each competency, provide a scale or a set of criteria that allows you to measure performance effectively. This scale could range from "unsatisfactory" to "exceeds expectations." It's important that the competencies are tailored to the specific job and that they are clear and measurable. This will help employees understand what is expected of them and enable managers to provide specific feedback on each competency.

2 Goal Assessment

Evaluating an employee's progress towards previously set goals is a vital part of performance reviews. In the goal assessment section , you should reference the objectives that were set at the last evaluation. Provide space for comments on whether these goals were met, exceeded, or not achieved. It's also helpful to include a section for employees to reflect on their own performance regarding these goals. This self-assessment component encourages personal accountability and can provide valuable insights for managers.

3 Development Plan

A development plan section is where you outline the steps for an employee's growth within the company. It should include short-term goals, which may be project-specific or skill-based, and long-term career aspirations. This section can also suggest training or professional development opportunities that could help the employee reach these goals. By including this in the performance evaluation form, you emphasize the company's commitment to staff development and continuous improvement.

4 Feedback Provision

Feedback provision is a two-way street; this section should allow space for both manager and employee input. Managers can offer constructive criticism and praise, while employees can voice their concerns, ideas, or disagreements. This dialogue is crucial for a healthy workplace environment. Ensure that the language used encourages a constructive exchange and that there are prompts to guide the conversation, such as asking how the employee feels they have grown since the last evaluation.

5 Overall Rating

An overall rating provides a summary of the employee's performance during the evaluation period. This section simplifies the broader picture into a more digestible format, often using a numerical scale or descriptive terms like "outstanding," "satisfactory," or "needs improvement." It's important that this rating reflects the detailed feedback provided in other sections and that the criteria for each rating are clearly defined to avoid any confusion.

6 Future Objectives

The final section should focus on setting objectives for the next evaluation period. These goals should be Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). This forward-looking approach not only helps employees to focus on their future performance but also aligns their personal goals with the strategic objectives of the organization. By ending the evaluation with this future-oriented outlook, you can ensure that employees leave the review motivated and clear about what they need to work on.