An evaluation is the process of assessing or appraising the performance or the value of something. Evaluations are often conducted in the workplace among employees, in schools, or in businesses where the quality of products and services is constantly fine-tuned.
An evaluation form should be used by a person conducting evaluations to ensure that the data being recorded is accurate and also to maintain proper organization of thoughts, comments, ideas, and plans of action. Our downloadable evaluation forms come in .doc and .pdf formats for your convenience. Simply click on the template of your option and download it or print it out.
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Advantages of Conducting Evaluations
A lot of people abhor the idea of conducting evaluations because they instantly connect it to testings and exams. Although an evaluation can involve certain tests to guarantee that something is properly and effectively functioning, the whole concept of an evaluation goes beyond mere testing and observation.
Evaluations should be deemed as an opportunity to flourish and thrive in one’s career, academic standing, or in business. The feedback that is being provided in an evaluation should not be taken as a personal attack of one’s weaknesses but rather as a demonstration of assistance and the motive of wanting to let another person succeed. Why should we consistently conduct evaluations? Here’s why:
Evaluations enable managers and administrators to collect neutral and verifiable data about something or someone. Because evaluations are based on a specific set of objectives, the person conducting an evaluation will have to base the assessment on the rubric that has been mandated by a company or an organization. Since evaluations should be documented, the data being put in the evaluation form can then be verified should someone want to question or contest the results.
Evaluations allow evaluators to assess a person’s strengths and weaknesses. Managers and administrators can then encourage and motivate individuals into pursuing or continuing to do what they are best at and at the same time, they can also devise strategies and a plan of action in order for an individual to work on the areas that he is weak at.
Evaluations enable managers to forecast the possible results of a project. In business and in the workplace, it is important to be able to predict the outcome of a project or a task. Having an evaluation allows companies to measure the level of success that a project or an idea has and how they can cut down on costs or resources.
Evaluations promote feedback and feedback serves as an accessory to promoting communication between employees and upper management, students and teachers, teachers and administrators, and so on. Feedback is one of the most essential parts of an evaluation, and it helps people connect with each other to understand one’s frustrations, grievances, and the things that one needs in order to perform better.
Evaluations differ in style and in purpose. Some evaluations are aimed at maintaining the quality of goods while others are more geared toward providing a good customer experience.
In a workplace setting, an evaluation is an assessment tool primarily used to review the way an employee performs key job tasks and other expected duties and responsibilities. Employee evaluations are usually done by a supervisor who observes an employee’s strong and weak suits in different areas such as in following directions, accuracy, promptness, etc.
An employee evaluation is also a way of deciphering if employees were able to meet the set standards and goals that have been furnished for them. An employee who performs well usually merits a reward in the form of a bonus, an incentive, an increase in compensation, or a promotion, while an employee who under-performs is usually provided a plan of action where specific goals are imposed and need to be met or maintained by the employee in order for him to keep his job.
Conducting a periodic and a consistent evaluation in the workplace helps to remind employees of the work that they are expected to accomplish and encourages employees to work harder in pursuit of the rewards that an employer dangles over them such as a chance for promotion, pay increases, or retrenchment.
Giving evaluations can be a tough feat, especially since not everyone is open to receiving criticism, however constructive. The way you conduct and handle evaluations plays a vital role in the way it is taken and digested by your employees. Here are some basic rules to keep in mind to help you provide strong, effective, and unbiased evaluations:
Do not use broad terms. You have to be clear and specific about the things that you want to say in an evaluation in order for you not to be misunderstood or misinterpreted. Instead of using general terms like “good” or “needs further improvement,” try to provide a more detailed assessment such as, “hit target quota of 10 each month,” or “should not be tardy for work in the next 2 months.” Being clear and detailed about what you want the employee to achieve or citing examples of how the employee was able to display a faulty work process will make him understand the results of the evaluation better and will make him aim for something higher as well.
If you want an employee to reflect change pronto, you need to provide a timeline of when you expect to see results at a specific date.
Set achievable goals, do not make them too easy to achieve; however, do not make them impossible as well. Be considerate about the employee’s capacity to perform the goal that you have set. For example, if the regular sales quota is at least 20 clients in a month but the employee usually only hits 12, set the bar a little higher by making him close at least 15 deals by the end of this month and 18 by the next until he can eventually find a flow where it will be easy for him to hit 20.
Be kind but be brutally honest about an employee’s performance. Avoid sugar-coating your words and be blunt about what he needs to work on in order to improve regardless if it may sound or feel awkward and uncomfortable.
Focus on the main purpose of the evaluation. If the evaluation is based on an employee’s performance, then your assessment should be based on a criteria that revolves around the way he performs his tasks at work and not his personality.
Communicate with your employees. Communication is a two-way process wherein one party speaks, the other party listens, and vice versa. When providing feedback, do not monopolize the conversation; allow your employees to speak and to express their thoughts and concerns as well as their ideas on how they feel the company can help them perform better.
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Employee self-evaluations are usually asked by employers of their employees to perform right before a supervisor or a manager conducts their own evaluation. Employee self-evaluations usually serve as an opportunity for an employee to assess his level of performance and to compare his findings with those of the management.
The results of an employee’s evaluation do not just allow comparison but also help employees in knowing themselves more. You can download our employee self-evaluation forms to help you accurately and objectively identify the areas that you are good at and the areas where more practice and training is needed.
The results of an employee’s self-assessment are one of the key basis for determining an employee’s success or failure within a company. It is therefore imperative that an employee takes the time to carefully consider what he wants to indicate on his self-evaluation form. Writing a self-evaluation can be a challenging task, especially if you are dying to flaunt the achievements that you have made but are torn between wanting to provide an objective evaluation and not wanting to appear conceited. Below are some tips and tricks to help you construct a strong and impactful self-evaluation:
Take the Time to Pat Yourself on the Back
Being able to achieve something at work is something to be proud of, such as going beyond your monthly quota or closing a deal with a big client. Let your superiors know that you have the capacity to excel at what you do by letting them know of your achievement. Do not feel embarrassed to showcase your skills and abilities. When describing your accomplishments, emphasize each one of them and describe in detail how they were able to dramatically impact the company or the organization as a whole.
Do Not Sweep Your Mishaps under the Rug
While it is nice to give yourself a pat on the back for a job well done, a self-evaluation also requires you to critique yourself. Be honest about the parts where you are weak at and learn to own up to your mistakes. A person who is capable of becoming a leader is not someone who is flawless and perfect, but rather someone who can own up to his mistakes and find ways to improve and develop. Below is a list of questions that can guide you in identifying areas that you can improve on:
- What are the tasks at work that I could have done better this year?
- What are my weaknesses and how do I improve on them?
- How do I become a more effective employee?
- What are my strong points?
- In which area can I be more productive?
Talk About Your Objectives
If there’s one good thing about evaluations, it’s the opportunity for upper management and employees to discuss and talk about the evaluation and about work. Take this time as a chance to reflect on how effective you are with your work and map out a career plan and sit down with your boss to let him know what is important in your career and how you can further improve your strengths and abilities.
Keep in mind that your self-evaluation is a reflection of you, so you must always maintain professionalism at all times, regardless if you are unhappy with your work situation. Do not use this time as an opportunity to imprecate or curse your supervisor or to find fault with your colleagues. Your self-evaluation manifests your character, your goals, your achievements, and the way you handle yourself in times of stress. A polished and professionally made self-evaluation will show how mature and capable you are in handling bigger responsibilities.
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Most people find the idea of an evaluation to be a tedious process of having to determine whether a project or a program worked or failed. What these people do not realize is that an evaluation is an integral process in order for an individual or a group to improve its effectiveness and to create good and sound decisions.
An evaluation refers to a process done at a period of time to collect and analyze data and using it to assess an individual or an organization’s strengths, weaknesses, achievements, and abilities. The following Evaluation Forms below are designed to provide easy access and to tailor to the type of Evaluation Form that you need.
Group Evaluations and Their Key Importance
Group Evaluations are typically conducted when assessing the performance level of a group or a team. These types of evaluations are usually done in a school setting when students are asked to perform tasks as a group or by partners.
When learning is team-based, students are typically assigned to work together in groups or in pairs. Determining the performance of a team, however, can be quite a challenge. It is crucial that an objective assessment process is implemented to support each individual in the group and the team itself. Below are some tips to help you overcome the challenging task of evaluating students as a team:
How to Conduct an Effective Evaluation
Evaluate the Performance of Each Individual
One way to effectively assess a team’s performance is to evaluate the output for each individual. When an instructor evaluates according to the performance of one person versus evaluating them as a group, each student will become more motivated to work on their own success, thereby leading to the success of the group.
This type of strategy also gives a sense of fairness and control on students who are diligently working on the task at hand and discourages the lack of performance from other team members. Assessing an individual separately can be done by adding additional individual components to group tasks such as short essays or quizzes.
Provide a Checklist
Another way to determine the performance of a group in accomplishing assigned tasks is to provide a checklist for them to complete. The checklist may contain aspects of the group activity that you need for evaluating them, such as “Teamwork,” “The opportunity to know my classmates,” or “The opportunity to apply the things taught in a classroom setting.”
Conduct Interviews or Provide Feedback
Evaluations can be quantitative or qualitative, and for this reason, it can be quite a challenge to base them simply on output or through a checklist. Another way to properly assess a group’s performance is by providing handouts for each student to fill out and to describe their experience through short essays or commentary boxes.
Another way would be to do interviews as a team and probe deeper into each individual’s experience. This type of method, however, can be time-consuming and would potentially not illicit proper feedback as some students may be more vocal than others.
When conducting evaluations or letting employees do a self-assessment, be sure to provide them with Self-Evaluation Forms so that they can have a set standard or criteria to use as a guide and to let them know which aspects should be considered when doing a self-assessment.
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