A Performance Appraisal is the process of reviewing and objectively analyzing an employee’s evaluation based on his skills, abilities, achievements, weaknesses, and other areas wherein an employee can improve.
A Performance Appraisal is different from a Performance Evaluation. Both types of processes are connected, however. An appraisal generally comes before an appraisal, and an appraisal process is generally based on the results or the findings of an evaluation. Using a Performance Appraisal Form and a Performance Evaluation Form will help you provide more accurate and objective results and findings to both an evaluation and an appraisal.
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Performance Evaluations and appraisals are being done by companies or employers because they ultimately want to make sure that they are maintaining and retaining employees who are capable and competent. It allows employers to get their money’s worth and to determine if work objectives have been met. Performance Appraisals at the same time motivate employees to work and perform better.
An Employee Evaluation is typically performed periodically in order to check and assess an employee’s level of performance and quality as well as providing employee feedback. This allows employees to determine their strengths, weaknesses, and abilities. Performance Evaluations also serve as a chance for employees to discuss and communicate with their supervisors and to devise strategies in order for them to better their skills.
When a Performance Evaluation is conducted, an employee and a supervisor have to be clear about the goals and required outcomes of success. These goals have to be clearly and properly outlined and should be written with the use of an Evaluation Form in order to properly set expectations among employees.
An Employee Performance Evaluation should also involve the provision of performance feedback and proper documentation. The performance improvement plan of an employee and the Evaluation Form should serve as a company’s legal, ethical, and tangible piece of evidence illustrating the employee’s involvement and understanding the requirements of their jobs and their performance.
An Employee Performance Evaluation should also be conducted in a non-discriminatory, objective, and unbiased method and should be consistent and regular.
The Advantages of a Performance Evaluation
Promotes Development and Growth
A Performance Evaluation provides an objective and unbiased assessment of an employee’s work performance. This allows managers to point out areas wherein an employee can improve and to develop plans and tasks to help an employee develop in their career and to attain their goals. This will then help employees improve their productivity and promote loyalty and commitment to their employers or their company.
Boosts Employee Morale
A Performance Evaluation is not limited to figuring out an employee’s weakness. It is also meant to provide awards and recognition for achievements that an employee has made and to reward employees for the hard work that they have put in. This will help boost employee morale and motivate productivity in the workplace.
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Employee Appraisals help supervisors to assess their employee’s performance at work and to help them establish a fair system in increasing compensation and promoting an employee. Appraisals also aid employees so that they can improve on their performance level and increase their level of productivity.
The Advantages of a Performance Appraisal
Serves as a Reliable Basis for Promotion
A lot of companies and employers choose to thresh out performing employees from those who are non-performing through a Performance Evaluation. This means supervisors can also chalk out employees who are not performing well and can be called out for coaching, dismissal, or demotion while those who are performing competently are rewarded with a promotion or a raise.
A Reference Point for an Increase in Compensation
A Performance Appraisal allows employers to put a value on an employee’s worth to the company. Employees who are performing well will be rewarded by meriting an increase in their compensation, their benefits, their allowances, or their incentives.
Maximizes an Employee’s Potential
A Performance Appraisal is the result of a Performance Evaluation and allows supervisors to identify an employee’s strengths and weaknesses. By doing so, supervisors and managers will be able to properly profile employees and assign them to teams or departments where they can work efficiently and where they will be able to fully maximize their work potential and their skills.
Helps to Motivate Employee Development
Performance Appraisals also allow supervisors to properly analyze an employee’s strong and weak points and conduct training policies or programs to help them improve on areas where they are struggling in.
Enhances Employee and Management Communication
A Performance Appraisal helps to promote communication among the management and among employees because it allows supervisors to understand and accept their subordinate’s set of skills and weaknesses. This also helps supervisors look at things through their subordinate’s point of view.
Performance Appraisals also allow employees and employers to maintain a friendly and cordial management relationship, boosts employee morale, and allows employees to give out suggestions on how the management can help them improve.
The main purpose of having Performance Appraisals is to motivate employees to perform well. Through promotions and a periodic increase in compensation, an employee becomes more driven to performance better and to go beyond his comfort zone to achieve more and increase productivity.
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A Performance Appraisal aids in the company and employee’s growth and development just as long as it is conducted in an efficient, objective, and unbiased way. Below are steps on how to properly conduct a Performance Appraisal so that it benefits both you and your employees:
1. Inform Your Employees
Employers or supervisors should first meet with employees to review policies or details pertaining to the evaluation and appraisal of an employee’s performance. Provide employees with the accurate and precise details that you want them to know, including future opportunities that employees can potentially merit or set goals and objectives that you want employees to target as a basis for your evaluation.
2. Encourage Interaction
Let your meeting be a form of interaction between the management and an employee. Let your employees prepare for the meeting as well by writing down topics that they want to discuss such as career goals. Let employees provide feedback about your feedback too. Allow them to talk about your last performance evaluation and to compare it with their self-assessment.
3. Review Performance Evaluations
A Performance Evaluation is always a good time to establish a relationship with employees and to promote communication. Use the results of your evaluation as an entry point for discussion. Review the important parts of the evaluation and discuss any challenges that the employee is finding hard to accomplish. Brainstorm on strategies to help employees resolve work and productivity issues and commend employees for their achievements.
4. Discuss Ideas for Improvement and Plan of Action
While you are outlining the employee’s good and bad performances, it is also best to provide control or preventive measures to promote development. Find out what goals and plans the employee has for their career and if they align with the company’s vision as well and then discuss the skills and experience that the employee needs to accomplish to attain his goals.
As soon as you and the employee have established a set of goals, be sure to let you and the employee list down the action plans that you have brainstormed to guide you and the employee. These plans of action need to be realistic and achievable for both parties.
5. Provide Support
As a supervisor, you are obliged to provide support to your team members to help them become more successful at work. Ask the employees if there is anything you can do to help them perform better and be sure to provide your employees with the right tools needed for them to effectively perform their job.
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