Fostering Excellence
Bringing out the best in each of us

 Performance Evaluation Template

Performance reviews are a part of most businesses and are an excellent way to provide feedback in a transparent, predictable, consistent and fair manner. Effective performance reviews come at regular, predictable times and use consistent and fair criteria that employees know of in advance. Remember, when you conduct these reviews, make sure you document the strengths and contributions of the employee, not just weaknesses. Performance reviews should also be simple-easy to use for the evaluator, and not so complicated that the employee loses confidence in the system. Performance reviews should not be done more frequently than monthly, but should be done more than annually. Your organizational needs and realities will help dictate the frequency at which they are conducted.

What follows is a template that can be tailored to most business needs with minimal adjustments.
    
TEMPLATE

Quality – On a scale of 0-5, how well did the employee conform to organizational quality standards?

A score of “three” means the employee met the standards, higher scores means he or she exceeded the standards and lower scores represent a failure to meet standards.

Quantity – On a scale of 0-5, how well did the employee conform to organizational quantity standards?

A score of “three” means the employee met the standards, higher scores means he or she exceeded the standards and lower scores represent a failure to meet standards.

The quantity you will measure will be whatever product deliverables are relevant to the positions such as sales, reports, products manufactured, projects complete etc.

Conduct – On a scale of 0-5, how professional was the employee’s interactions with peers, subordinates and leadership?

A score of “three” would represent acceptable, professional conduct, while higher scores would represent additional intangibles in conduct such as initiative, personal development with direct applicability to the organizational goals, or providing meaningful contributions to solving organizational problems.

Lower scores would represent unprofessional conduct to a greater or lesser degree such as absenteeism, tardiness, or abusive interactions.
 
Conformance to Policy - On a scale of 0-5, to what extent did the employee follow company policy?
 
Strengths and Successes – What strengths have you noted in the employee and what organizational milestones did your employee facilitate during the period?

This should be a free flow area to document all the good things the employee accomplished as well as an opportunity to highlight their strengths vis-à-vis their current position and future potential positions within the company.
 
Areas for growth – What areas for improvement have you noted in your employee for the period?

This is not only an opportunity to identify and correct deficiencies in performance vis-à-vis the current position in the company, but also to identify areas of growth to work on to make the employee employable in other positions within the company.

Michael Farr, PMP, is a Chief Master Sergeant in the U.S. Air Force and founder of Fosteringexcellence.org. He is passionate about recognition and enabling professionals to motivate their organizations through recognizing their member’s excellence. When he is not slaying dragons with his kids, he can be found at @fosterxcellence on Twitter, @fosteringexcellence on Facebook, and @fosteringexcellen on Instagram.
 
  

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