THE STAFF APPRAISAL

This is the process of judging your employees performance within the company, looking beyond productivity. It is a way to asses whether any improvements can be made my the employee, whether there is a chance of promotion and gives an indication of strengths and weaknesses.

Its main objective is to indicate training needs to find out if there is a future use for the staff to motivate staff and give incentives such as pay awards to staff which deserve merits. The appraisal interview is not supposed to be a one way secretive sent, the employee is to gain motivation from the experience and be able to discuss Openly what has been written about them and encourage self criticism in a constructive way. The management who carry out the appraisal interviews must be good judges of people to gain the most out of the staff otherwise they may feel threatened and feel they are being tricked in some way as some sort of inquisition by management.

Please feel free to save this form to your disk for your own business use

Example of staff appraisal form

  
Name                                                                

Job                                                                    

Date of birth                                                        
Managers please look at the following gradings on your appraisal form and fill them, In appropriately. There is room at the end of the form for any other general remarks that you wish to write down. Please remember to judge on the employees performance in their job taking into account what their position with the company entails.
Accurate
Cannot be relied upon as work needs constant checking
Checks have to be made frequently as sometimes work is careless 
Requires occasional checking but mainly accurate
Finds difficult jobs hard and needs this work checking
Accurate on all jobs   

Speed of work
Fails to meet requirements very slow
Work is often below requirements, slow 
Usually meets requirements, average speed
Requirements always exceeded quick 
Fast the requirements are always exceeded 

Co-operation
uncooperative, difficult to work with, temperamental 
sometimes difficult to work with
Only has few problems co-operating with other
Easy to work with co-operates well
Co-operates with people at all levels very well

Knowledge of the job
Competent with basic job routine, not willing to learn more
Competent with basic job routine and some aspects of other jobs
Carries out most jobs in section but seeks help of others more
Knows virtually all aspects of work
Fully competent with all aspects of work

Initiative
Needs supervision does not start any new work until told
only frequent supervision required but asks for new work
Expresses ideas occasional supervision 
Uses initiative but sometimes needs supervision
Can work without supervision, uses own initiative well and expresses some useful ideas 

Training Needs
Will any of your staff gain wider knowledge through specialised training that will benefit  the company and improve the employees performance
                                                             

 

 

 

Promotional Potential
Excellent promotional candidate because...
  

 

 
Good promotional candidate because..
  

 

 
Border-line candidate because..
  

 

 
Unlikely candidate because..
  

 

 

Remarks

  

 

 

 

 

Rating
Performances to be assessed in present job only  
  • POOR               
  • AVERAGE       
  • EXCELLENT   
 
   
   
 
 

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Last updated: January 07, 2002.