It is often emphasized that skilled workers are the pillars of a company. The more a company retains skilled workers, the better chance a company has of succeeding and growing in the future. This is why many companies have a system for tracking worker skills. If you’re a business owner, it’s useful to have an example of employee evaluation form and a performance review for your employees.

This is a performance review. It is a way to collect relevant employee data for evaluating an employee’s output. It is performed regularly, so people know what kind of worker they are and can be promoted if their performance improves.

The organization gathers the following information:

  • Employee name
  • Line manager or supervisor name
  • Review date
  • Evaluation criteria
  • Position, Job title, or level
  • General performance feedback
  • Examples of employee performance for overall score and more.


In most companies, performance reviews are given out in a set of forms. In general, these sets of forms have a few components, which include the employee’s performance in different categories and how much they have been trained in certain courses or training programs. It’s important to be aware of how employees will be rated, and to identify any areas where the rating scale is subjective.

A company will usually conduct performance appraisals on an annual basis. Some companies might do it twice a year. No matter what, the company will review your performance over the past year to decide whether they should promote you or increase your salary.

Performance reviews are effective tools for making accurate decisions on terminations, promotions, and transfers. They also help ensure that all employees remain productive and are able to meet all tasks and goals for the betterment of the organization or enterprise through effective personal development.

Perfect Employee Evaluation Form

There are 4 Types of Performance Reviews That are Used in Enterprises

Managers or owners of the business can identify key strengths and weaknesses and focus on areas of improvement to meet enterprise goals and objectives. How a business decides to do this will differ with regard to the needs and requirements of a particular industry or workplace setting.

  • Behavioral: The organization can use this employee appraisal system to make accurate judgments on employees. Factors like decision-making, dependability, team work spirit, communication, and project management skills may be considered when giving an overall score rating.
  • 360 degree: This evaluation method will seek feedback from a number of high ranked personnel, including the supervisor, line manager, team members, the CEO, etc. The purpose of this method is to have a complete picture of the employee in terms of its performance and feedback.
  • Objective-based: This method works by the employee or their manager agreeing on a specific set of goals that need to be met before the employee is considered worthy of a promotion or higher salary.
  • Psychological-based: The purpose of this performance appraisal system is to gather all the information about a person’s effectiveness and place them in a standardized framework for measuring their performance. The tests have helped us understand the personalities of our employees, and therefore we have been able to move employees from one department to another so that they can be more successful.

The Best Employee Evaluation Templates

Performance Review Examples

A performance review template is a way of keeping track of what you expect from your employees. The information can be used to decide whether or not an employee should be fired, moved to another department, or receive a raise.

The university evaluates the performance of its employees using a checklist of important qualities, including work product, cooperativeness, adaptability, communication, problem solving, project planning and execution, and dependability.

For each of these considerations , the employee is evaluated using five factor rating scale which lists the following:

  1. Poor
  2. Needs Improvement
  3. Meets Requirements
  4. Exceeds Requirements
  5. Outstanding


The score will be calculated by multiplying all the areas you perform well and then dividing that number by the total number of areas, and then averaging that with the performance of other employees.

How Can You Create a Performance Review Form?

If you have never reviewed performance reviews before, the task might sound difficult. But if you use a step-by-step process and my tips, you can write one in no time.

The form should relate to your business goals and objectives
Creating a performance appraisal system without considering your business goals will fail to give you a good snapshot of how your employees are progressing and will be a waste of resources and time. Employees should be evaluated across multiple aspects of their performance, including multiple measurable, specific, achievable targets. This will provide the opportunity for their improvement.

Consider what your goals and objectives are, and use those as a basis to make accurate employee evaluations. If you’re pursuing survival or growth, make sure that your employees are judged accordingly for a fair representation of success.

Implement performance reviews on a period basis
You can evaluate your employee’s performance every two months or every year, depending on whether you are planning to expand your business.

Be sure to use a criteria that each department or function can understand
You should judge your employees according to criteria that are relevant for both of their jobs. For example, the criterion for an employee working in finance will be slightly different than for an employee working in marketing.

Similarly, in the former you will need to pay attention to accuracy, problem solving, and analytical thinking. However, in the latter case you may be more concerned with communication, strategic thinking, creativity and innovation, and multitasking.

Performance Review Templates

Make a thorough assessment of your employees
In order to get a comprehensive picture of your employees’ performance, it’s recommended that you judge each employee based on their cumulative performance over time.

Take a look at employee evaluations for the past 3 or 5 years and consider which employees would be the most valuable to your organization. If these people deserve promotions, give them raises and bonus incentives.

However, when you consider how your employees are doing, it can help you make more informed decisions.

Schedule and Arrange One-To-One Meetings
Written employee evaluation forms have a lot of benefits, but they are still a one-way communication from the manager to the employee. It’s important to have face-to-face meetings with each employee to explore the strengths and weaknesses of the employee, identify problem areas, and what practical steps or methods can be used to meet specific performance targets.

This will clarify for employees what they need to do to meet certain business goals and objectives.

Provide constructive employee evaluation comments
Many employers do not see the point of using performance reviews because they do not provide productive use of employee evaluation comments. Employers can’t criticize their work or hold them accountable for significant blunders in their duties.

However, it’s important to provide constructive criticism and offer feedback. Furthermore, it’s important to set performance targets for people based on their ability.

Instead of saying the employee communicated poorly with customers, you could say the employee has poor communication skills. This will give employees a practical reason to think about their skills and how to better use them.