Employee appraisal format

1. Employee appraisal format
Performance management is the process of creating a work environment or setting in
which people are enabled to perform to the best of their abilities. Performance
management is a whole work system that begins when a job is defined as needed. It ends
when an employee leaves the organization. An assessment of an employee, process,
equipment or other factor to gauge progress toward predetermined goals. Performance
appraisal process is a part of performance management system.
Performance appraisal process is a process by which a manager or consultant examines
and evaluates an employee's work behavior by comparing it with preset standards,
documents the results of the comparison, and uses the results to provide feedback to the
employee to show where improvements are needed and why. Performance appraisals are
employed to determine who needs what training, and who will be promoted, demoted,
retained, or fired.
Before developing an appraisal form one should know about the job on which
performance management have been focusing. An appraisal form must have the upper
portion possessed the general information regarding employee such as his/her name, age,
location, department, reference, period covered, time in present position, length of
service, appraisal date & time, appraisal venue, and appraiser's name.
Remember that an ideal appraisal form has three portions, first, for appraisee in whom he/
she has to state his/her understanding about the main job roles, duties and responsibilities
make sure that the form mention all the guidelines for the appraisee. While in the
appraiser part he/she will mention purpose of the job appraisal. He should clarify the job
purpose and the priorities where necessary.
The most critical and crucial part in this appraisal form is the discussion part. While
discussion between the appraisee and the appraiser the focal points will be as: Has the
past year been good/bad/satisfactory or otherwise for you, and why? What do you
consider to be your most important achievements of the past year? What do you like and
dislike about working for this organization? What elements of your job do you find most
difficult? What elements of your job interest you the most, and least?
What do you consider to be your most important aims and tasks in the next year? What
action could be taken to improve your performance in your current position by you, and
your boss? What kind of work or job would you like to be doing in one/two/five years
time? What sort of training/experiences would benefit you in the next year? Not just job-
skills - also your natural strengths and personal passions you'd like to develop - you and
your work can benefit from these.

2. At the last stage the appraisee should list the objectives that he set out to achieve in the
past 12 months. An honest and fair appraisal system form must have signature area for
both appraisee and the appraisal which showed their consent of being agreed what all has
done in the whole process and management system.
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performance appraisal.