Template Ideas

Employee performance evaluation form

employee performance evaluation form

Evaluating employee performance is a crucial aspect of running a successful business. By using the employee performance evaluation form, you can easily assess your staff's strengths and weaknesses, and provide necessary guidance for improvement.

This form is suitable for any type of business, from startups to large corporations, and can be customized to fit your company's specific needs. By incorporating this evaluation tool, you're taking a proactive approach to nurturing talent and maximizing productivity within your organization.

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Questions to include on your employee performance evaluation form

1. Employee Information

Gather basic information about the employee being evaluated. This will help identify the evaluation and keep records organized.

  • Employee Name
  • Employee ID
  • Job Title
  • Department
  • Date of Evaluation

2. Performance Metrics

Evaluate the employee's performance based on specific, measurable metrics. This will allow for objective and fair evaluation.

  • Quality of work (Poor, Fair, Good, Excellent)
  • Quantity of work (Poor, Fair, Good, Excellent)
  • Attendance (Poor, Fair, Good, Excellent)
  • Punctuality (Poor, Fair, Good, Excellent)
  • Adaptability (Poor, Fair, Good, Excellent)

3. Soft Skills

Assess the employee's interpersonal and communication skills. These skills are essential for teamwork and overall workplace success.

  • Communication skills (Poor, Fair, Good, Excellent)
  • Teamwork (Poor, Fair, Good, Excellent)
  • Leadership (Poor, Fair, Good, Excellent)
  • Problem-solving skills (Poor, Fair, Good, Excellent)

4. Goals and Objectives

Discuss the employee's goals and objectives within the company. This helps in aligning individual goals with organizational goals and providing a clear path for personal growth.

  • What were the employee's main objectives for this evaluation period?
  • To what extent has the employee achieved these objectives? (Not achieved, Partially achieved, Fully achieved, Exceeded expectations)
  • What are the employee's main objectives for the next evaluation period?

5. Areas of Improvement

Identify areas where the employee needs improvement and provide suggestions for growth and development.

  • What areas do you believe the employee needs improvement?
  • What concrete steps can the employee take to improve in these areas?

6. Overall Assessment

Provide an overall assessment of the employee's performance, taking into account their strengths, weaknesses, and potential for growth.

  • Overall performance rating (Poor, Fair, Good, Excellent)
  • Additional comments on the employee's performance

The overall assessment section is crucial as it summarizes the employee's performance and offers insights into their potential for growth within the company.

Other question ideas

When you are creating your employee performance evaluation form, here are some additional questions you may want to consider. These won't apply in every case, but should give you some ideas as you build out your form.
  • How well does the employee adapt to change? (Poor, Fair, Good, Excellent)

    • This question provides insight into the employee's flexibility and ability to handle new challenges or unexpected situations.
  • How would you rate the employee's ability to prioritize tasks? (Poor, Fair, Good, Excellent)

    • This question assesses the employee's time management skills and ability to focus on the most important tasks.
  • How well does the employee handle constructive criticism? (Poor, Fair, Good, Excellent)

    • This question measures the employee's openness to feedback and ability to use it for personal growth.
  • To what extent does the employee contribute to a positive work environment? (Poor, Fair, Good, Excellent)

    • This question evaluates the employee's impact on team morale and overall workplace culture.
  • How well does the employee manage work stress? (Poor, Fair, Good, Excellent)

    • This question assesses the employee's resilience and ability to maintain productivity under pressure.
  • How would you rate the employee's commitment to professional development? (Poor, Fair, Good, Excellent)

    • This question evaluates the employee's dedication to continuous learning and staying updated in their field.
  • How often does the employee take initiative to solve problems or propose improvements? (Rarely, Sometimes, Often, Always)

    • This question measures the employee's proactivity and willingness to contribute beyond their job description.
  • How would you rate the employee's ability to collaborate with colleagues from diverse backgrounds? (Poor, Fair, Good, Excellent)

    • This question assesses the employee's cultural competence and ability to work effectively in a diverse team.
  • Has the employee mentored or coached others within the organization? (Yes, No)

    • This question reveals the employee's willingness to share knowledge and support the development of their colleagues.
  • Rate the employee's ability to maintain a healthy work-life balance (Poor, Fair, Good, Excellent)

    • This question evaluates the employee's awareness of self-care and ability to maintain personal well-being while performing their job.

Things to consider

  1. Clarity and simplicity - Ensure that the form is easy to understand and navigate by using clear language, concise instructions, and straightforward questions. Avoid using jargon or overly complex terms, and keep the form as brief as possible without sacrificing the necessary information.
  2. Mobile-friendliness - Ensure that the form is responsive and easy to complete on various devices, including smartphones and tablets. This will make it more convenient for users to fill out the form, increasing the likelihood of accurate and timely submissions.
  3. Privacy and Security - Be aware of the sensitive nature of the information contained in the form, and ensure that the data is protected and only accessible by authorized individuals. Implement security measures, such as encrypting data and using password protection, to safeguard employee information.
  4. Accessibility - Make the form accessible to people with disabilities by following web accessibility guidelines, such as providing alternative text for images and using meaningful labels for form fields. This ensures that all employees can complete the form without difficulty.
  5. Validation and Error Messages - Implement form validation to check for errors and incomplete fields before the form is submitted. Provide clear and helpful error messages, so users can easily understand and rectify any issues.
  6. Save and Resume Feature - Allow users to save their progress and resume filling out the form later. This is particularly useful for longer forms or when users may need to gather additional information before completing the evaluation.
  7. Feedback and Confirmation - Provide a confirmation message upon successful submission of the form, and consider offering an option for users to review their responses before final submission. This helps ensure accuracy and gives employees the confidence that their evaluation has been received.

How to create your employee performance evaluation form

Now that you know what questions you should include, it's time to build your form!

The only problem is that traditional forms tools are inefficient.

People will forget to fill out your form. They'll get stuck halfway and not be able to finish it. Or they'll send you the wrong stuff. You end up wasting hours chasing people down over email. 

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  • Automatic reminders - Remind people to complete their form with fully customizable reminders.
  • Reject incorrect information - If a single question is filled out incorrectly, ask your client to re-do just that one item.
  • Autosaving - No progress gets lost. People can fill out forms in multiple sittings.
  • Comments and questions - If the person filling the form gets stuck, they can ask a question without having to email you.

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