FREE 10+ Employee Performance Appraisal Samples in PDF

Revenue may be important to every business, but so are the employees who help run the company. Each and every employee is unique, some can perform their jobs well, and others may need a little push. An employee performance appraisal is one way of determining how well an employee is doing work-wise and what is needed to fill in any gaps. If a company wants to make full use of the skills and knowledge of its staff, then evaluation is essential. And this is not only a one-way process, employees can also benefit from these appraisals as they are able to determine what they lack and what they need to do to help themselves grow. To learn more about this, let us discuss this further below. And if you need templates check out our free employee performance appraisal samples that are downloadable on this page.

10+ Employee Performance Appraisal

1. Employee Performance Appraisal & Assessment Form

2. Formal Employee Performance Appraisal

3. Employee Performance Appraisal Performa for Contractual

4. Employee Performance Appraisal Form

5. Sample Employee Performance Appraisal

6. Employee Job Clarification & Performance Appraisal

7. Printable Employee Performance Appraisal

8. Employee Job Performance Appraisal

9. Editable Employee Performance Appraisal

10. Student Employee Performance Appraisal

11. Employee Annual Performance Appraisal

What is an Employee Performance Appraisal?

Doing a good job is important in every company, it increases profit and retains more customers. But over time an employee’s skills and knowledge must be updated to keep up with the changing times and latest trends. To determine this, an employee performance appraisal is conducted. Also known as an annual review, performance review or evaluation, this is the process where management reviews an employee’s overall job performance and contribution to the company. By doing so they are able to measure how well the employee is doing and identify any gaps to see if there is a need to improve one’s skills and knowledge. Based on the feedback, a performance appraisal is also an opportunity for the organization to recognize employee achievements and future potential. Meaning they can use data collected to offer specific rewards, increase their salary, or upgrade their position.

How To Conduct an Employee Performance Appraisal

An employee performance appraisal is important if a company wants to boost its employee’s productivity and it can also evaluate an employee’s skills, strengths, and shortcomings accurately. Companies that are supportive of their employee’s career development would be able to retain their staff and encourage loyalty in the process. This is why a performance appraisal isn’t just because it is part of company policy, but any feedback should be treated with importance and given much thought. So how are employee performance appraisals conducted? Here are several things you must keep in mind.

I. Frequency

It is best suited to conduct a performance appraisal annually so that the company can have a full review of an employee’s performance for the given year. But there are some who would also do this every six months, while companies experiencing rapid growth may want to use quarterly reviews, however, to keep employees aligned with the company’s goals.

II. Human Resources

In charge of conducting an employee performance review is the responsibility of the human resource department assisted by the managers and department head.

III. Assessment Method

Determine what kind of assessment method the management would prefer to use. Here are the following methods commonly used.

• MBO or management by objectives where both the managers and employees identify, plan, organize, and communicate objectives to focus on during a specific appraisal period.
• Self-Assessment is where employees rate and assess themselves in regard to their job and performance.
• 360-Degree feedback is the process of using feedback collected from the employee’s circle of influence namely managers, peers, customers, and direct reports.

IV. One-on-One Interview

Interviews may be necessary if there is a need to talk to the employee personally and discuss issues. Although sometimes, reviews and feedback are simply written down, personal discussion may also be necessary if there is a need to clarify some things.

V. Evaluation

Once data has been collected, it is the company’s prerogative to analyze and carefully evaluate its findings and use this for appropriate purposes such as reporting, promotions, bonuses, or succession planning.

FAQs

One of the best ways for you to understand and know your employees better is by conducting an employee performance appraisal. Helping them do their job better and encouragement can earn positive results which can be beneficial to both parties. This will increase the company’s profit and promote career development.