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- How to create an online evaluation form (Awesome tips & tricks)
forms.app Team
The importance of routine evaluations can’t be overstated. It’s a great way to see strengths and weaknesses within your organization or process. Evaluations allow you to improve. They might help you find shortcomings that are easily overlooked. One of the best ways to evaluate is through forms.
What is an evaluation form?
There are many areas where assessments, opinions, and appraisals are useful. You might want to learn if your product was satisfactory. You might want to see if an employee is happy with their working conditions. There are always lessons to learn from people. An evaluation form will help you with that. With the information you get from these forms, you will be able to make decisions and take action. Depending on your situation, you can ask specific questions in your form, and you can ask for further opinions and criticisms. Feedback forms , employee evaluation forms, market research surveys can all be evaluation form examples.
Why should you create an online evaluation form with forms.app?
- It’s easier
- We have useful guides and evaluation form templates for you to use
- Paperwork is bothersome
- An online form is faster, and you can reach more individuals
- With forms.app’s features, you can track and sort answers
- It’s possible to use forms.app’s features to evaluate results, and you can move your performance review results to 3rd-party programs with forms.app
Best practices for creating online evaluation forms
Evaluation forms come in different shapes and goals. Tips would be specific for the kind you’d like to create. Luckily, we have lots of guides and online evaluation form templates that focus on each one. However, there’s general stuff that will be of use for creating an evaluation form.
1 - Allow people to rate on a scale
A rating scale is very useful. Not only is it easier to assess answers, but also having some point of reference will allow people to give answers that are somehow precise. For example, you can ask how effective your instructions were in a training evaluation form.
2 - Have a clear goal before you create your form
A form is as useful as how one “forms” it. Try to be more specific, and ask questions to yield answers that you actually need. An employee performance review should mostly be about, well, performance. Especially if you have a long answer field and your questions are somewhat unrelated, people who fill the form might deviate from the topic of performance.
3 - Make your form clear and easy to fill
People are more likely to submit a form if it’s simpler. Avoid clumping the screen with questions. You can make it so that only one question is in view with forms.app. Also, try to keep your questions short. Make sure your questions are clear.
4 - Have a plan to analyze submissions
You should have a plan in place for the evaluation process. Especially if you’re planning to reach large amounts of people, you can get overwhelmed. Say you want to create a performance evaluation form. You should know how to evaluate the answers beforehand. If you want to see the professional development of an employee, it’s a good idea to have a checklist to refer to.
5 - Make your intentions known as you share the form
Try not to alienate people as to what they are doing with filling your form. For example, if you send a customer survey via email without explanations with or within the form, people might think of it as spam. forms.app allows you to create a welcome and a thank you page where you can give information and instructions. It’s a good idea to make use of these pages and tell what the form does.
How to create an online evaluation form with forms.app?
forms.app is a stylish form maker that helps you create forms without any need for coding. It comes with advanced features like the calculator, conditional logic , and third-party integrations . And as a cherry on the top, forms.app offers hundreds of form templates . So, it is safe to say that you will feel very comfortable creating elegant forms for many purposes. Here are the simple steps for creating online forms on forms.app.
Under this tab, you can find all the tools you need to build your form. Add fields with appropriate formats according to your questions. Here, you can choose to add grids, multiple selections, and whatever else you’d like people to see. Certain fields and formats have further tweaks. It’s a good idea to check them out to see if they are useful for you.
In the design tab, we let our users customize how their form looks. Almost everything that will appear for the people who fill your form can be customized. Fonts, colors, shapes, you name it. We have several themes for people who like a good-looking form but can’t be bothered to do it all manually. We also have CSS support for people who find the customization options lacking. If your organization has some certain style going for it, chances are you can make your form consistent with that.
In this tab, you’ll find some tweaks and settings. These include publishing date, limiting access, notifications, and more. Aforementioned welcome and thank you pages are included in this tab. Also, integrations can be found here. For the third-party programs that you want to integrate your form with, there’s Zapier.
Conditional Logic
Also possible in the editing tab, conditional logic helps you add conditions to your questions and fields. For example, you can make people with different qualifications answer different questions as they go through the form.
This can act as a brief introduction to the form creating process with forms.app. If you want to learn more, check our website. For further questions and to get help, you can contact us. We’re happy to help our users throughout the process.
Some evaluation form examples and templates
We mentioned that there were different types of evaluation forms. We’ve got you covered. With our free-to-use evaluation form samples, you can start promptly. Whether you look for a job evaluation form template, a performance appraisal form template, or something else, you can head over to our free online evaluation form templates page.
Evaluation form template
A quick form that resembles customer satisfaction questionnaires. Its simplicity should make it easier to edit and change things about it. If you want a free employee evaluation form template specifically, you can use this one too.
Evaluation Form Template
Course evaluation survey template.
As the name suggests, a survey form about your course. It aims to get opinions from the participants, perhaps to see how effective it was, or to see if the new teacher is good at their job.
Course Evaluation Survey Template
Product feedback survey template.
A scale of one to five, quite useful! This template is for people who want to see if their customers were satisfied with their product. If you are satisfied with our template, you can just use it as it is. If not, edit it to fit your needs.
Product Feedback Survey Template
Volunteer evaluation form template.
Of course, not everything is about companies. If you manage some other kind of organization that benefits from volunteer work, you might want to hear opinions from the volunteers. Use this template to start now.
Volunteer Evaluation Form Template
Building free online forms with forms.app.
Online forms are undoubtedly superior to paperwork in many situations. Creating them with a form builder should make it easier for anybody. forms.app is a great tool for its comprehensive content, active communication, and professional interface . Start creating your own form right now today!
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How To Create an Online Evaluation Form
Posted on August 2, 2021 by Billy S.
Evaluation forms make it easy to collect valuable feedback so you can discover ways to improve your process and organization. This tutorial will guide you through building the exact online evaluation form you need. Examples of evaluation forms include:
- Client satisfaction survey
- Course evaluation
- Employee performance review
- Self-evaluation
Formsite has dozens of popular and useful evaluation form templates to customize with our form builder tool. Does your company have a rating system or rating scale that’s proprietary? Do you need an employee evaluation form that addresses communication skills? Are open-ended questions a better fit for the evaluation you’re conducting? Each one of our sample survey templates and questionnaires is customizable to suit your exact needs. Even better, building your free online evaluation form is easy with Formsite.
Best General Practices for Creating Online Forms
Follow the best practices here to boost completion rates and gather the right information. Here are our tips for creating the best possible online forms:
- Don’t ask for what you don’t need . When form owners gather data unrelated to the form topic, it creates doubt in the minds of visitors. For example, if you offer professional development courses, don’t ask for more than basic contact information on your training evaluation form. Asking for a social security number or a cell phone number in these situations may reduce completion rates.
- Brevity is ideal . While you may have dozens of questions to get through on your evaluation form, it helps to break them into smaller groups by including page breaks. When each page only shows a few questions, visitors are more likely to complete your form and provide you with good data.
- Use the form items that work best for the questions you’re asking . When you’re looking for particular types of answers, you need to ask the right types of questions. For example, if you want form users to go into detail about why they do or don’t like a particular product, use a Long Answer item. Form visitors can share their opinion in their own words rather than a multiple choice question. If you want visitors to give multiple answers to the same question but within particular parameters, checkboxes are an ideal tool.
- Explain form fields with placeholder text . When an answer on your evaluation form needs specific formatting, add placeholder text that shows the user exactly what they need to do. For example, for a phone number field you can include placeholder text like: “555-555-5555”.
- Consider using a Success Page rather than a Thank You email . If your email doesn’t contain useful information, recipients will assume they’re on your marketing list and mark your email as spam. Don’t miss out on valuable communication with a form user. Create a Success Page that includes all necessary followup information.
Best Practices for Creating Evaluation Forms
It’s essential to go beyond general best practices for online forms to make your evaluation forms as successful as possible. Here are a handful of more best practices that apply to evaluation forms:
- Know the purpose of the form . Before you even get started, make sure the purpose of the evaluation form is clear to every stakeholder on your team. Murky goals will dilute a survey’s effectiveness and may even steer you in the wrong direction.
- Establish your rating scale ahead of time . Like knowing the form’s purpose, you need to know exactly how you will analyze the information gathered.
- Make sure the form is easy and convenient to use . Evaluation forms should be as easy as possible for users. They should be mobile friendly, very easy to understand, and clear in their intentions.
- Keep form pages short to reduce scrolling.
- Avoid complex item types that don’t fit on smaller screens.
- Avoid large images that might take too long to load.
- Skip the long answers. Small keyboards make typing up paragraphs difficult. Asking for lengthy responses will reduce completion rates.
- Don’t assume respondents want further communication from you . Never sign respondents up for your newsletter or marketing emails without the opt-in. Include an opt-in option like a checkbox at the end of the form that reads “I would like to receive occasional emails from <company name>.” Then use Results Filters to add them to your email list when the result includes the positive answer. Using an opt-in method like this will also make your evaluation form GDPR compliant .
- Make sure to optimize your CTA . Increase completion rates with an optimized call to action that uses easy to understand action words like “send” or “complete”.
- Optimize your form’s Success Page . Depending on the type of evaluation form you create, your Success Page can act as a landing page inviting the respondent to further action.
Benefits of Formsite’s Online Evaluation Forms
- Prebuilt evaluation form templates. Check our large template library to see if the evaluation form template you need already exists. You can then customize it with our drag and drop editor to reflect your brand.
- No coding knowledge required to embed your form. Each Formsite form comes with a unique embed code to display on your site. Copy and paste the code into your site or use an HTML widget with a popular website builder .
- Secure data. All data collected through the form and while “at rest” in our secure database uses the secure HTTPS encryption . You can increase security by using two-factor authentication for the primary account and Sub-users .
- Easy data exports. Form data is easy to export for use in other software applications like Excel, Word, Google Suite, and even your CMS.
- Integrations. Formsite offers many built-in Integrations to extend the usefulness of our evaluation forms. Integrations include Microsoft OneDrive , Google Drive , Zapier , Salesforce , payment integrations , and more.
- Customized data processing scenarios with our Workflow tool. See how easy it is to pass data to other Formsite forms for powerful connected forms and processes.
6 Steps to Create an Online Evaluation Form
1. sign up for a free account.
Go to Formsite and click on the Sign Up Free or Free Trial button. This enrolls you in the free 14-day trial of our Pro 1 service. This allows you to create, edit, customize, embed, and share forms. Plus, the trial gives you high limits for testing and access to all Formsite integrations.
2. Create or edit your evaluation form
Once you’re logged in, click the “Create New Form” button, choose an existing form template or start with a blank form. Click the “Create New Form” button at the bottom of the page, give your evaluation form a name, then click “Create”.
3. Build your evaluation form
Whether you’re working with one of our form templates or starting from scratch, use the Form Editor to add, remove, and edit form items. You can also add any customization or CSS alterations, as well as rules that are specific to your evaluation form.
In the form editor, moving the mouse cursor over items in the form displays the edit menu for that item. Along the bottom of the blue box, you’ll see the links to “Edit”, “Copy”, “Delete”, and “Multi-Select”. These links allow you to edit the form item, copy it, delete it, or select with other items as a group. Choosing a group displays links (e.g. edit, copy, or delete) to affect the whole group. To move an item, hover over the form field with your mouse, then click and drag the form field to where you would like it to go.
Once you have your evaluation form items added, click the Style tab to customize your form’s appearance. The three sections of the Style tab — Themes, Customize, and Advanced — make it easy to change fonts, colors, and images.
4. Set Rules for your evaluation form
Add rules for hiding and showing items under the Rules tab. For example, you can set a rule on a follow up question for advanced degrees to show only when the visitor says they have an advanced degree. You can also set rules to skip to later pages or show different Success Pages using Page Rules. To ensure your evaluation form functions exactly as you need it to, familiarize yourself with the Item Rules and Page Rules.
5. Test your evaluation form
To test your evaluation form, click the blue “View Form” button at the bottom of the form where the Submit button lives. Complete the form questions like a visitor would, and make adjustments if you notice something isn’t quite right. Find your submissions by clicking the Results Table link in the blue bar near the top of the page. In the Results Table, each result shows as a new row and you can click the view link to see each result’s answers.
Do the results include all the information you need? Did the form rules you created trigger as you thought they would? Fill out the form as many times as you need with different answers to make sure every aspect works as you need it to. If you want to receive emails after receiving each result, set up Notification emails. You can also use Integrations to send the evaluation form data to other services for continued processing.
6. Share your form
Get your form in front of people by either embedding on your site, send the link through email, or post on social media. Find your form’s link on the Share page by locating the Form Link, and the embed code under Share -> Embed Code. For WordPress site owners, install the Formsite WordPress plugin , then go to Share -> WordPress to get the shortcode to embed your form.
If you need any help while you’re building, testing, or embedding your form, click the Support link in your account. Check our knowledge base or blog , ask a question, or email Customer Support .
Building evaluation forms with Formsite is straightforward and simple. Try it today!
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4 Steps to Create a Training Evaluation Form [with Free Form Template]
By archtc on April 19, 2019 — 7 minutes to read
- What Is a Training Evaluation Form? Part 1
- Importance of Conducting Training Evaluation Part 2
- 4 Steps to Create an Impressive Training Evaluation Form Part 3
- Sample Training Evaluation Form Part 4
- Best Practices When Creating a Training Evaluation Form Part 5
Part 1 What Is a Training Evaluation Form?
Training evaluation form is a questionnaire to establish the quality and comprehensiveness of a training session from an attendant’s perspective. Gathering of participants’ feedback is imperative and this business document pledges to streamline the whole process.
This simple business-oriented document allows you to accurately collect responses from your delegates after they have participated in a training occasion. Essentially, training evaluation form captures both positive and negative aspects of a training event thus enabling you to identify elements that can be enhanced and how to improve them.
An excellent training evaluation form gives you an exclusive opportunity to gauge multiple workshop aspects like
- The effectiveness of a training exercise
- Relevancy of a training event
- Engagement level of the participants among others
Part 2 Importance of Conducting Training Evaluation
After-training evaluation is an essential business aspect that helps improve the overall relevancy of future training exercises. Training evaluation enables you to establish the quality of the content/trainer consequently highlighting all the weak points.
- It allows you to pinpoint possible techniques on how to better your training
- It helps you in determining the relevancy of the specific training to your enterprise’s goals
- It provides an avenue to reveal the real value of the training sessions
With that said and understood, it is apparent that the training evaluation form is an invaluable business asset.
Part 3 Professional Guide on How to Create an Impressive Training Evaluation Form
First and foremost, before you start mapping together the various elements of a training evaluation form, you need to have a clear understanding of the key aspects that you are looking forward to accessing from the whole event.
Generally, a typical form should include:
- Title of the event
- Date when the event was held
- Place where the training event was held
- Name of the trainers/instructors
- An in-depth questionnaire
- Suggestion box
4 Steps to Create your Training Evaluation Form
1. introduction.
Just like all other business documents, a perfect form starts with an insightful introduction. Essentially, this important section gives you a brief outline of what the whole document is all about. While an organization database is littered with dozens of documents, this part helps you to quickly identify each and every form thus greatly enhancing the sorting process.
Vital details to include in this part are
- Title of the training workshop
- Name of the trainers held
Tip: If there were multiple trainers involved, it would be nice if you indicated the part each individual was dealing with.
2. Create a Questionnaire
The second and probably the most crucial fragment of a training evaluation form are the queries. Inclusive of numerous questions, this intuitive part helps you in understanding the whole event form a participant’s perspective.
Essentially designed in a survey format, this part focuses on vital aspects like
A. The efficiency of the training exercise
Efficiency is a critical aspect in evaluating the impact of the training program. Basically, this sub-section of the questionnaire aims at gathering accurate opinions regarding the general experience of the participants.
Excellent questions to include in this part include:
- How would you comment on the learning experience (did you find it easy to grasp all the concepts taught)?
- What experiences did you like about the event?
- Which aspects of the event would you suggest for future workshops?
- Which aspect would you not suggest for future workshops?
B. Satisfaction
This part of the questionnaire seeks to help you understand the satisfaction level of the event. Essentially, the questions employed here aims at evaluating the seamlessness, consciousness of the trainers and technique used to deliver content.
Best questions to consider include:
- How would you comment on the quality of the written materials?
- Were the multimedia resources clearly audible and visible?
- Was the instructor well-informed in the subject matter?
- Was the instructor friendly in terms of content presentation?
- Was the coach supportive in terms of content acquisition?
C. Engagement
For the objectives of a training exercise to seamlessly permeate across, participants’ engagement is a vital aspect. For that reason, evaluating the engagement level of an event is important. To achieve this, your questionnaire should also focus on establishing this vital feature.
Ideal queries to measure it:
- Was the training program engaging?
- Did you at some point during the event find yourself disinterested?
3. Create a Rating System
After developing a comprehensive questionnaire, the last step is developing a rating criterion. With a perfect score assessment system, you will be able to evaluate the quality of each and every aspect of the questionnaire.
While most business assessment document favors numerical ranking techniques, a typical after-training evaluation form prefers descriptive approaches like:
- Strongly agree
- Strongly disagree
4. Overall Suggestion Box
Lastly, include an overall suggestion box where the members are requested to make a general sentiment regarding the whole training exercise. Besides that, you can also use this part to probe for possible techniques on how to improve the efficiency of future events.
Part 4 A Sample of a Training Evaluation Form
For additional insights on how to create a superb document, our comprehensive training evaluation form sample below would be a perfect kick start.
Training Evaluation Form
Event name: Date conducted: Venue: Name of the trainer/s:
Part 2: Give your suggestions/comments with regards to the statements listed below
1 . How would you comment on the learning experience? (did you find it easy to grasp all the concepts taught?) 2 . What experiences did you like about the event? 3 . Which aspects of the event would you suggest for future workshops? 4 . Which aspect would you not suggest for future workshops?
Part 3: Overall comments
On average, would you consider the whole training exercise helpful or not? Give reasons why.
Part 5 Best Practices When Creating a Training Evaluation Form
While your skills are now fully baked to design an after-training evaluation form, here are some of the dos and don’ts to consider if you want to create an intuitive and excellent document.
- Your evaluation form should be short, simple but comprehensive. Essentially, it should fit on a single sheet.
- Predominantly consider employing closed-ended questions where respondents are provided with a multiple choice. Tip – To avoid biases and confusion a standard response option should provide a minimum of 3 choices and a maximum of five.
- However, for specific responses, consider incorporating at least 3 open-ended questions.
- Your questionnaire should be objective. Simply formulate questions that are explicitly focused on the key objectives of the training exercise.
A training evaluation form is a vital business document that enables you to measure various aspects of a training. Besides helping you to identify deceptive flaws in your training procedures, this form allows for constructive criticism and suggestions which are great elements for quality improvement.
Edit and use this template
How to start:
Step 1: Create your account and create a new applet by selecting a customizable template.
- Set the applet as “Team-wide” if you want all team members to view each other’s records.
- Alternatively, you can allow each participant to view his/her own records only and stakeholders to view all entries.
- Invite guests with limited permissions, if needed.
- Set up reminders if you want your team members to receive automatic email reminders.
- Configure who will add records by choosing the “Participants” tab.
Step 2: Users will click the “ Open Submission Form ” button to fill it out and submit it.
Step 3 : As soon as a new record is added, participants with “View” rights will receive an email notification and can view it in real time on the Timeline screen.
- Click “Edit” to change status or other relevant attributes.
- Employees can discuss records in real time — each record has its own section for live comments.
- Add an unlimited number of attachments (documents, images, photos, videos, audio notes, files) to a record.
- Export records or share them online.
Step 4 : Get instant access to historical data and files with powerful search and filtering capabilities.
Step 5 : The dashboard screen allows you to save time when you want to check a high-level overview, with quick one-click retrieval of the relevant information.
Get Started Now
The Perfect Employee Evaluation Form: Templates + How-To
Download 8 handpicked employee evaluation forms ready to be used in your next performance review + find out best practices and legal considerations.
Last Updated
April 09 2022
There have been debates around employee evaluations and some say it’s time to put an end to it. But, while big companies like Adobe have abolished the traditional rating-based performance reviews, 69% of companies still conduct annual or semi-annual employee evaluation in one form or another.
To make sure we’re on the same page—employee evaluation is the assessment and review of a worker’s job performance. Most companies conduct performance evaluations at specific time intervals (usually once or twice a year).
Whether you choose to give and receive employee feedback via email, paper or a one-on-one conversation, you will still need to prepare employee evaluation forms. The format and content may vary greatly, depending on your particular situation and intentions.
In this article, we’ll explore the main considerations and best practices in preparing forms for performance appraisals. If you want to, you can skip directly to the employee review templates .
Why Use Employee Evaluation Forms?
- Remind workers what their managers expect in the workplace
- Provide useful feedback about job performance
- Inform employment decisions such as promotions, pay raises, and layoffs
- Understand employee strengths and weaknesses
- Plan employee training and development programs
- Set performance goals and standards
- Understand what tools employees need to achieve their job responsibilities
- Inform recognition and reward
- Identify highly proficient workers with leadership potential
What to Include in an Employee Evaluation Form?
Employee and reviewer information.
The form must have basic information about both parties involved. This includes but not limited to:
- Employee Name
- Department
- Employee ID
- Position Held
- Reviewer Name
- Reviewer Title
Review period
Employee review forms should specify the review period and the date the evaluation was held. This is to determine the progress of the employee since the last time he or she has been assessed.
An easy-to-understand rating system
It’s important to clarify your rating system so that employees understand why they are receiving a specific grade. Commonly used performance rating systems include 1 to 10 and “unsatisfactory” to “excellent”.
Evaluation points
If you’re assessing specific skills or aspects of the job, you can list them in a table where they can be rated easily.
In order for performance evaluation forms to be effective, they have to inform employees of their progress and future goals. This ensures they understand the performance standards they have to meet.
Extra space for comments
Comments include additional information, allowing you to share your honest suggestions to improve performance. The comment section could also serve as a place to encourage the employee or note individual challenges and accomplishments.
Signatures
Signatures are required to ensure that both the reviewer and the employee understand the evaluation process and the contents of the evaluation form.
Best Practices For Creating Effective Employee Evaluation Forms
HBR recently reported that 65% of employees believe performance evaluations are not relevant to their jobs. The article titled “ People Don’t Want to Be Compared with Others in Performance Reviews. They Want to Be Compared with Themselves ”, goes on to say:
“ Employees perceive the fairness of evaluation processes when they feel included and respected. They also consider it fair when their evaluations are accurate and are conducted based on ethical and moral principles .”
Certainly, evaluations can easily become subjective so management has to tread lightly. Here are a few tips on how to approach your performance review process without ambiguity.
- Gather information intentionally : Get clear about the purpose(s) of your appraisal process and ensure you are gathering the right information with your staff evaluation form.
- Stay focused : Don't try to do too much in a single performance review or a single employee review form. Run several evaluation sessions if you have to.
- Customize forms for each position : List the right core and leadership competencies for the job so that, when filled out, your employee review form will reflect performance for a specific role.
- Provide clear descriptions : Describe the job responsibilities, goals and rating system in great detail.
- Choose your rating method wisely : Some roles may be better suited to numerical ratings of competencies while others may need descriptive ratings or even multi-rater feedback.
- Set S.M.A.R.T. goals : Provide specific, relevant descriptions of the goals the worker has to achieve. Define the measurements for success and the expected completion dates.
- Address development : One of the main goals of an employee performance evaluation form is to inspire personal and professional development. Allow space for identifying and establishing training goals.
- Provide detailed feedback : Make sure employees understand what they need to do to develop and improve.
- Be objective : Use specific numbers where possible and avoid subjective or ambiguous language.
There are two main formats used in employee evaluation forms.
This type of employee review form uses a quantitative approach. The appraiser lists job duties and personal characteristics, rating the employee's performance in various categories. This format has to be accompanied by comments to avoid ambiguity and make sure the rating is justified.
As we already mentioned, it’s very important to choose a consistent rating scale that is clearly explained. Both managers and employees should understand the meaning of the score.
This employee performance evaluation format contains open-ended questions that enable managers to do a qualitative appraisal. In some cases, the employee answers some of the questions which helps spark a two-way conversation.
For example, the reviewer may answer a question like, “What are the 3 areas where employee X can improve?” and the employee may answer a question like, “What are your 3 biggest accomplishments this year?”
In practice, the employee evaluation forms that most companies use are a combination of narrative and scorecard. This enables reviewers to gather both quantitative and qualitative information and understand what drives both outstanding and unsatisfactory results.
Legal considerations
Your employee evaluation forms have to be consistent and your process has to be objective because, otherwise, your employees can raise legal concerns. Here’s what to consider when designing your forms:
- Reviews can be used as evidence in court According to Jeffrey Horton Thomas, of Thomas Employment Law Advocates in West Hollywood, Calif, reviews become key evidence if a former employee alleges that an action taken by the employer was done for an illegal reason.
- Discrimination claims If you use two different performance appraisal forms for two different groups of employees, you leave yourself open to discrimination claims .
- Retaliation Be careful when you downgrade an employee’s performance, especially if he or she has complained of harassment, safety violations, wage and hour issues. If you state, for example, that such an employee “is not a team player”, you risk retaliation claims.
Employee Evaluation Templates
Below are eight of the most commonly used employee evaluation forms in PDF, Word and Excel formats.
1. General Employee Performance Evaluation Template
This is a formal review of an employee’s overall performance which can be conducted monthly, quarterly, or annually. It has questions answerable by yes or no with a general comment section at the end.
2. Essay Employee Review Template
This performance review template follows the narrative format. However, the potential downside is that the essay can be biased and contain personal grudges or incidents not directly related to performance.
Word | PDF
3. Numerical Scale Form
This employee performance review template uses an ordered set of numbers where respondents get to rate a statement on a scale of 1 to 10. This detailed form can easily become your annual review template because it can gather a lot of information.
Word | PDF
4. Peer Review Form
Peer review is commonly used in academic and professional fields but it can also be applied in other areas. The premise is simple: Co-workers and managers assess the employee’s behavior and professional qualities.
5. Group Evaluation Form
This job evaluation form can help understand team performance at scale. It uses a numerical scale to rate results, communication, adherence to deadlines and other key factors.
Excel | PDF
6. Employee Self-Evaluation Form
This self-assessment form is sometimes used in conjunction with an annual performance review template filled by the manager. The goal is to gain a better, unbiased overview of the employee’s abilities, actions, and quality of work.
Word | PDF
7. Introductory Period Performance Review Template
After employee onboarding is complete, this evaluation template can help determine if the new hire is a good fit for his or her current position as well as the company.
8. 30-60-90 Review Template
The 30-60-90 employee review template features feedback from co-workers, covering leadership skills and overall personality/character. This type of evaluation allows a company to assess an employee’s capability to contribute, promote and build a positive environment at work.
When should an employee evaluation form be used?
Use these forms to document the results of annual or semi-annual performance reviews or at any other time when you need to rate an employee’s performance. You can utilize one form or a combination of several forms, e.g. General form + Self-assessment + Peer review.
Do employee performance evaluation forms make sense for small businesses?
Yes, small businesses also need to assess employee performance on a regular basis. If you use a predefined form or a set of forms, the process will be much easier and more predictable for you. You won’t have to come up with evaluation criteria every time.
How do you prepare employee performance reports?
It will be easier if you prepare well in advance. Here’s what you need:
- Be sure to keep an up-to-date file for each employee by documenting the feedback he or she received during the year
- Give the employee the ability to do a self-assessment
- Collaborate with HRs to improve discipline and incident reporting
- Before the appraisal, review the employee’s file
- After the appraisal, review all documents and evaluation forms to create a report
What should I write in an employee performance evaluation?
It depends on the position but, in most cases, you’ll want to cover quality and accuracy of work, communication and collaboration skills, problem-solving skills, adherence to deadlines, initiative and reliability.
Even though employee evaluation may have a bad reputation, it’s still a must-have for organizations of all sizes. As Peter Drucker, famously said, “If you can’t measure it, you can’t improve it.” Employee evaluation forms, digital or on paper, are still the most widely used method to measure performance across all positions in your company.
To make sure your employee evaluation form is effective, focus on providing objective and honest rating. Include both numeric scales and open-ended questions to collect quantitative and qualitative data. Most importantly, make it a two-way conversation—engage employees in the evaluation and be the mentor who wants to help them improve.
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7 Steps for How to Write an Evaluation Essay (Example & Template)
In this ultimate guide, I will explain to you exactly how to write an evaluation essay.
1. What is an Evaluation Essay?
An evaluation essay should provide a critical analysis of something.
You’re literally ‘evaluating’ the thing you’re looking up.
Here’s a couple of quick definitions of what we mean by ‘evaluate’:
- Merriam-Webster defines evaluation as: “to determine the significance, worth, or condition of usually by careful appraisal and study”
- Collins Dictionary says: “If you evaluate something or someone, you consider them in order to make a judgment about them, for example about how good or bad they are.”
Here’s some synonyms for ‘evaluate’:
So, we could say that an evaluation essay should carefully examine the ‘thing’ and provide an overall judgement of it.
Here’s some common things you may be asked to write an evaluation essay on:
This is by no means an exhaustive list. Really, you can evaluate just about anything!
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2. How to write an Evaluation Essay
There are two secrets to writing a strong evaluation essay. The first is to aim for objective analysis before forming an opinion. The second is to use an evaluation criteria.
Aim to Appear Objective before giving an Evaluation Argument
Your evaluation will eventually need an argument.
The evaluation argument will show your reader what you have decided is the final value of the ‘thing’ you’re evaluating.
But in order to convince your reader that your evaluative argument is sound, you need to do some leg work.
The aim will be to show that you have provided a balanced and fair assessment before coming to your conclusion.
In order to appear balanced you should:
- Discuss both the pros and cons of the thing
- Discuss both the strengths and weaknesses of the thing
- Look at the thing from multiple different perspectives
- Be both positive and critical. Don’t make it look like you’re biased towards one perspective.
In other words, give every perspective a fair hearing.
You don’t want to sound like a propagandist. You want to be seen as a fair and balanced adjudicator.
Use an Evaluation Criteria
One way to appear balanced is to use an evaluation criteria.
An evaluation criteria helps to show that you have assessed the ‘thing’ based on an objective measure.
Here’s some examples of evaluation criteria:
- Strength under pressure
- Longevity (ability to survive for a long time)
- Ease of use
- Ability to get the job done
- Friendliness
- Punctuality
- Ability to predict my needs
- Calmness under pressure
- Attentiveness
A Bed and Breakfast
- Breakfast options
- Taste of food
- Comfort of bed
- Local attractions
- Service from owner
- Cleanliness
We can use evaluation criteria to frame out ability to conduct the analysis fairly.
This is especially true for if you have to evaluate multiple different ‘things’. For example, if you’re evaluating three novels, you want to be able to show that you applied the same ‘test’ on all three books!
This will show that you gave each ‘thing’ a fair chance and looked at the same elements for each.
3. How to come up with an Evaluation Argument
After you have:
- Looked at both good and bad elements of the ‘thing’, and
- Used an evaluation criteria
You’ll then need to develop an evaluative argument. This argument shows your own overall perspective on the ‘thing’.
Remember, you will need to show your final evaluative argument is backed by objective analysis. You need to do it in order!
Analyze first. Evaluate second.
Here’s an example.
Let’s say you’re evaluating the quality of a meal.
You might say:
- A strength of the meal was its presentation. It was well presented and looked enticing to eat.
- A weakness of the meal was that it was overcooked. This decreased its flavor.
- The meal was given a low rating on ‘cost’ because it was more expensive than the other comparative meals on the menu.
- The meal was given a high rating on ‘creativity’. It was a meal that involved a thoughtful and inventive mix of ingredients.
Now that you’ve looked at some pros and cons and measured the meal based on a few criteria points (like cost and creativity), you’ll be able to come up with a final argument:
- Overall, the meal was good enough for a middle-tier restaurant but would not be considered a high-class meal. There is a lot of room for improvement if the chef wants to win any local cooking awards.
Evaluative terms that you might want to use for this final evaluation argument might include:
- All things considered
- With all key points in mind
4. Evaluation Essay Outline (with Examples)
Okay, so now you know what to do, let’s have a go at creating an outline for your evaluation essay!
Here’s what I recommend:
4.1 How to Write your Introduction
In the introduction, feel free to use my 5-Step INTRO method . It’ll be an introduction just like any other essay introduction .
And yes, feel free to explain what the final evaluation will be.
So, here it is laid out nice and simple.
Write one sentence for each point to make a 5-sentence introduction:
- Interest: Make a statement about the ‘thing’ you’re evaluating that you think will be of interest to the reader. Make it a catchy, engaging point that draws the reader in!
- Notify: Notify the reader of any background info on the thing you’re evaluating. This is your chance to show your depth of knowledge. What is a historical fact about the ‘thing’?
- Translate: Re-state the essay question. For an evaluative essay, you can re-state it something like: “This essay evaluates the book/ product/ article/ etc. by looking at its strengths and weaknesses and compares it against a marking criteria”.
- Report: Say what your final evaluation will be. For example you can say “While there are some weaknesses in this book, overall this evaluative essay will show that it helps progress knowledge about Dinosaurs.”
- Outline: Simply give a clear overview of what will be discussed. For example, you can say: “Firstly, the essay will evaluate the product based on an objective criteria. This criteria will include its value for money, fit for purpose and ease of use. Next, the essay will show the main strengths and weaknesses of the product. Lastly, the essay will provide a final evaluative statement about the product’s overall value and worth.”
If you want more depth on how to use the INTRO method, you’ll need to go and check out our blog post on writing quality introductions.
4.2 Example Introduction
This example introduction is for the essay question: Write an Evaluation Essay on Facebook’s Impact on Society.
“Facebook is the third most visited website in the world. It was founded in 2004 by Mark Zuckerberg in his college dorm. This essay evaluates the impact of Facebook on society and makes an objective judgement on its value. The essay will argue that Facebook has changed the world both for the better and worse. Firstly, it will give an overview of what Facebook is and its history. Then, it will examine Facebook on the criteria of: impact on social interactions, impact on the media landscape, and impact on politics.”
You’ll notice that each sentence in this introduction follows my 5-Step INTRO formula to create a clear, coherent 5-Step introduction.
4.3 How to Write your Body Paragraphs
The first body paragraph should give an overview of the ‘thing’ being evaluated.
Then, you should evaluate the pros and cons of the ‘thing’ being evaluated based upon the criteria you have developed for evaluating it.
Let’s take a look below.
4.4 First Body Paragraph: Overview of your Subject
This first paragraph should provide objective overview of your subject’s properties and history. You should not be doing any evaluating just yet.
The goal for this first paragraph is to ensure your reader knows what it is you’re evaluating. Secondarily, it should show your marker that you have developed some good knowledge about it.
If you need to use more than one paragraph to give an overview of the subject, that’s fine.
Similarly, if your essay word length needs to be quite long, feel free to spend several paragraphs exploring the subject’s background and objective details to show off your depth of knowledge for the marker.
4.5 First Body Paragraph Example
Sticking with the essay question: Write an Evaluation Essay on Facebook’s Impact on Society , this might be your paragraph:
“Facebook has been one of the most successful websites of all time. It is the website that dominated the ‘Web 2.0’ revolution, which was characterized by user two-way interaction with the web. Facebook allowed users to create their own personal profiles and invite their friends to follow along. Since 2004, Facebook has attracted more than one billion people to create profiles in order to share their opinions and keep in touch with their friends.”
Notice here that I haven’t yet made any evaluations of Facebook’s merits?
This first paragraph (or, if need be, several of them) should be all about showing the reader exactly what your subject is – no more, no less.
4.6 Evaluation Paragraphs: Second, Third, Forth and Fifth Body Paragraphs
Once you’re confident your reader will know what the subject that you’re evaluating is, you’ll need to move on to the actual evaluation.
For this step, you’ll need to dig up that evaluation criteria we talked about in Point 2.
For example, let’s say you’re evaluating a President of the United States.
Your evaluation criteria might be:
- Impact on world history
- Ability to pass legislation
- Popularity with voters
- Morals and ethics
- Ability to change lives for the better
Really, you could make up any evaluation criteria you want!
Once you’ve made up the evaluation criteria, you’ve got your evaluation paragraph ideas!
Simply turn each point in your evaluation criteria into a full paragraph.
How do you do this?
Well, start with a topic sentence.
For the criteria point ‘Impact on world history’ you can say something like: “Barack Obama’s impact on world history is mixed.”
This topic sentence will show that you’ll evaluate both pros and cons of Obama’s impact on world history in the paragraph.
Then, follow it up with explanations.
“While Obama campaigned to withdraw troops from Iraq and Afghanistan, he was unable to completely achieve this objective. This is an obvious negative for his impact on the world. However, as the first black man to lead the most powerful nation on earth, he will forever be remembered as a living milestone for civil rights and progress.”
Keep going, turning each evaluation criteria into a full paragraph.
4.7 Evaluation Paragraph Example
Let’s go back to our essay question: Write an Evaluation Essay on Facebook’s Impact on Society .
I’ve decided to use the evaluation criteria below:
- impact on social interactions;
- impact on the media landscape;
- impact on politics
Naturally, I’m going to write one paragraph for each point.
If you’re expected to write a longer piece, you could write two paragraphs on each point (one for pros and one for cons).
Here’s what my first evaluation paragraph might look like:
“Facebook has had a profound impact on social interactions. It has helped people to stay in touch with one another from long distances and after they have left school and college. This is obviously a great positive. However, it can also be seen as having a negative impact. For example, people may be less likely to interact face-to-face because they are ‘hanging out’ online instead. This can have negative impact on genuine one-to-one relationships.”
You might notice that this paragraph has a topic sentence, explanations and examples. It follows my perfect paragraph formula which you’re more than welcome to check out!
4.8 How to write your Conclusion
To conclude, you’ll need to come up with one final evaluative argument.
This evaluation argument provides an overall assessment. You can start with “Overall, Facebook has been…” and continue by saying that (all things considered) he was a good or bad president!
Remember, you can only come up with an overall evaluation after you’ve looked at the subject’s pros and cons based upon your evaluation criteria.
In the example below, I’m going to use my 5 C’s conclusion paragraph method . This will make sure my conclusion covers all the things a good conclusion should cover!
Like the INTRO method, the 5 C’s conclusion method should have one sentence for each point to create a 5 sentence conclusion paragraph.
The 5 C’s conclusion method is:
- Close the loop: Return to a statement you made in the introduction.
- Conclude: Show what your final position is.
- Clarify: Clarify how your final position is relevant to the Essay Question.
- Concern: Explain who should be concerned by your findings.
- Consequences: End by noting in one final, engaging sentence why this topic is of such importance. The ‘concern’ and ‘consequences’ sentences can be combined
4.9 Concluding Argument Example Paragraph
Here’s a possible concluding argument for our essay question: Write an Evaluation Essay on Facebook’s Impact on Society .
“The introduction of this essay highlighted that Facebook has had a profound impact on society. This evaluation essay has shown that this impact has been both positive and negative. Thus, it is too soon to say whether Facebook has been an overall positive or negative for society. However, people should pay close attention to this issue because it is possible that Facebook is contributing to the undermining of truth in media and positive interpersonal relationships.”
Note here that I’ve followed the 5 C’s conclusion method for my concluding evaluative argument paragraph.
5. Evaluation Essay Example Template
Below is a template you can use for your evaluation essay , based upon the advice I gave in Section 4:
6. 23+ Good Evaluation Essay Topics
Okay now that you know how to write an evaluation essay, let’s look at a few examples.
For each example I’m going to give you an evaluation essay title idea, plus a list of criteria you might want to use in your evaluation essay.
6.1 Evaluation of Impact
- Evaluate the impact of global warming on the great barrier reef. Recommended evaluation criteria: Level of bleaching; Impact on tourism; Economic impact; Impact on lifestyles; Impact on sealife
- Evaluate the impact of the Global Financial Crisis on poverty. Recommended evaluation criteria: Impact on jobs; Impact on childhood poverty; Impact on mental health rates; Impact on economic growth; Impact on the wealthy; Global impact
- Evaluate the impact of having children on your lifestyle. Recommended evaluation criteria: Impact on spare time; Impact on finances; Impact on happiness; Impact on sense of wellbeing
- Evaluate the impact of the internet on the world. Recommended evaluation criteria: Impact on connectedness; Impact on dating; Impact on business integration; Impact on globalization ; Impact on media
- Evaluate the impact of public transportation on cities. Recommended evaluation criteria: Impact on cost of living; Impact on congestion; Impact on quality of life; Impact on health; Impact on economy
- Evaluate the impact of universal healthcare on quality of life. Recommended evaluation criteria: Impact on reducing disease rates; Impact on the poorest in society; Impact on life expectancy; Impact on happiness
- Evaluate the impact of getting a college degree on a person’s life. Recommended evaluation criteria: Impact on debt levels; Impact on career prospects; Impact on life perspectives; Impact on relationships
6.2 Evaluation of a Scholarly Text or Theory
- Evaluate a Textbook. Recommended evaluation criteria: clarity of explanations; relevance to a course; value for money; practical advice; depth and detail; breadth of information
- Evaluate a Lecture Series, Podcast or Guest Lecture. Recommended evaluation criteria: clarity of speaker; engagement of attendees; appropriateness of content; value for monet
- Evaluate a journal article. Recommended evaluation criteria: length; clarity; quality of methodology; quality of literature review; relevance of findings for real life
- Evaluate a Famous Scientists. Recommended evaluation criteria: contribution to scientific knowledge; impact on health and prosperity of humankind; controversies and disagreements with other scientists.
- Evaluate a Theory. Recommended evaluation criteria: contribution to knowledge; reliability or accuracy; impact on the lives of ordinary people; controversies and contradictions with other theories.
6.3 Evaluation of Art and Literature
- Evaluate a Novel. Recommended evaluation criteria: plot complexity; moral or social value of the message; character development; relevance to modern life
- Evaluate a Play. Recommended evaluation criteria: plot complexity; quality of acting; moral or social value of the message; character development; relevance to modern life
- Evaluate a Film. Recommended evaluation criteria: plot complexity; quality of acting; moral or social value of the message; character development; relevance to modern life
- Evaluate an Artwork. Recommended evaluation criteria: impact on art theory; moral or social message; complexity or quality of composition
6.4 Evaluation of a Product or Service
- Evaluate a Hotel or Bed and Breakfast. Recommended evaluation criteria: quality of service; flexibility of check-in and check-out times; cleanliness; location; value for money; wi-fi strength; noise levels at night; quality of meals; value for money
- Evaluate a Restaurant. Recommended evaluation criteria: quality of service; menu choices; cleanliness; atmosphere; taste; value for money.
- Evaluate a Car. Recommended evaluation criteria: fuel efficiency; value for money; build quality; likelihood to break down; comfort.
- Evaluate a House. Recommended evaluation criteria: value for money; build quality; roominess; location; access to public transport; quality of neighbourhood
- Evaluate a Doctor. Recommended evaluation criteria: Quality of service; knowledge; quality of equipment; reputation; value for money.
- Evaluate a Course. Recommended evaluation criteria: value for money; practical advice; quality of teaching; quality of resources provided.
7. Concluding Advice
Evaluation essays are common in high school, college and university.
The trick for getting good marks in an evaluation essay is to show you have looked at both the pros and cons before making a final evaluation analysis statement.
You don’t want to look biased.
That’s why it’s a good idea to use an objective evaluation criteria, and to be generous in looking at both positives and negatives of your subject.
Read Also: 39 Better Ways to Write ‘In Conclusion’ in an Essay
I recommend you use the evaluation template provided in this post to write your evaluation essay. However, if your teacher has given you a template, of course use theirs instead! You always want to follow your teacher’s advice because they’re the person who will be marking your work.
Good luck with your evaluation essay!
Chris Drew (PhD)
Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education.
- Chris Drew (PhD) https://helpfulprofessor.com/author/admin/ 10 Command Economy Examples
- Chris Drew (PhD) https://helpfulprofessor.com/author/admin/ 10 Communism Examples
- Chris Drew (PhD) https://helpfulprofessor.com/author/admin/ Meaningful Learning: Definition, Benefits, Examples
- Chris Drew (PhD) https://helpfulprofessor.com/author/admin/ 15 Reasons Why College Should Be Free
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8 steps to create a performance evaluation template (with examples)
A performance evaluation is a formal check-in process used to evaluate team member progress. Though evaluations can be stressful, a performance evaluation template can help standardize the process. When your team member knows exactly what you’ll be discussing, they’re able to prepare and have a more productive conversation. Plus, if you pair evaluations with goal-setting, you can focus the conversation not just on current impact, but also future goals. In this article, learn how a performance evaluation template can simplify and improve the feedback process.
Performance evaluations can bring up memories of when you were a new team member in the hot seat. The anticipation before each 1:1 meeting was likely stressful if you didn't know what the format would look like or what you'd talk about. But now that you’re a manager, you can see things from a different perspective and create a more positive experience.
What is a performance evaluation?
A performance evaluation is a formal check-in process used to evaluate team members based on their past work and to give feedback for future success. Sometimes called a performance review, performance evaluations usually occur in quarterly, bi-annual, or annual cycles.
During a performance evaluation, you’ll review each team member's overall performance and break down the competencies they aim to master. You and your employee will walk through specific examples of things your team member did well and areas where they have room for improvement. Some companies use virtual performance evaluation software, but you can also go through the process without using a dedicated HR management tool.
Performance evaluations as self-assessments
Performance evaluations are an opportunity for growth. They’re a chance to have a conversation about each team member’s impact and how they can move forward in their role.
Oftentimes, performance evaluation templates will have a self assessment component. This gives your team member a chance to drive their own career by sharing their successes and future goals. You can then start the performance evaluation conversation by asking them to share what they think they're doing well and the areas in which they think they need improvement. This can make the evaluation feel less scrutinizing and more like a dialogue.
How do you write a performance evaluation?
A performance evaluation template can help you prepare for the evaluation process by giving you a standardized format to follow. Though you should tailor this template to your team's goals, make sure your team members see the template in advance so they know what the conversation will be about. This allows them to prepare and encourages conversation on how to move forward. A collaborative approach will feel less daunting than a traditional, one-sided performance evaluation form.
![[inline illustration] 8 steps to prepare a performance evaluation template (infographic)](https://assets.asana.biz/transform/9866ad88-939c-4e87-9d51-e7dc7326756a/inline-leadership-performance-evaluation-template-1-2x?io=transform:fill,width:1680&format=webp "how to make a good evaluation form")
1. Identify core competencies
Although you want your performance evaluation template to meet the needs of your team members, it’s also important to standardize your template to provide a fair assessment across the board. This means considering what competencies make the most sense for your entire department.
Core competencies that can measure performance for various team roles include:
Knowledge of job skills
Quality/quantity of work
Customer service skills
Inclusiveness
In addition to these categories, you can include an area in the evaluation form for specific goal-setting and further discussion. This will allow you to get more personal with each team member when you meet with them individually.
Tip: You can add sub-competencies below each category to make your performance evaluation more detailed. For example, under the “quality/quantity of work” competency, add things like: looks for ways to improve quality, performs a full range of duties, achieves goals, and meets deadlines.
2. Choose a rating scale
Once you’ve chosen the competencies for your performance evaluation template, choose how you want to rate your team members. There are two main values of a rating scale:
Provides a shared language to discuss successes and strengths vs. areas of opportunity.
Provides something to look back to and see team member career growth.
However, avoid a numerical scale if possible. That way, team members focus less on their “grade” and more on their competencies. The key to your rating scale is to make sure it’s clear to everyone.
Rating scale example:
Exceeds expectations
Often exceeds expectations
Consistently meets expectations
Needs development
Make sure you align your team on what the rating scale means. For example, two people might mentally define "consistently meets expectations" differently, so keeping everyone on the same page can set the stage for a healthy and productive evaluation conversation.
3. Set an evaluation cycle
Setting your evaluation cycle will let you and your team members know how much time you have to prepare between sessions. Common review cycles are quarterly, bi-annually, and annually, and your company may pre-determine these. But if you have a choice, you may choose based on the nature of your workplace. For example, if your work culture is hands-off, you can hold monthly performance evaluations to ensure team members get frequent feedback. If your work culture is highly collaborative, your team may not need frequent reviews.
Some review periods are better for short-term goals while others focus on long-term goals . For example, quarterly review periods provide enough time between evaluations for your team members to take past feedback into consideration and work on any goals you’ve set together. Once you’ve set your evaluation cycle, it’s important to stick to it so everyone knows what to expect moving forward.
Tip: You can also take advantage of the time you have between evaluation cycles to observe job performance in action and offer opportunities for professional development . Helping your team members meet their performance goals benefits the entire team.
4. Prepare a list of questions
Now that you’ve nailed down the basics of your performance evaluation template, you can prepare for the individual meetings you’ll have with your team members. In these meetings, you’ll want to have a list of questions to ask that can move the conversation forward. Some questions you can ask include:
What is something from this quarter that you’re proud of?
Which goals did you meet? Which goals fell short?
What are two or three things you can focus on next quarter to help you grow professionally?
To ease the pressure of the evaluation meeting, standardize these questions for all team members.
Tip: Make sure you choose questions that get team members thinking about their work progress and goals. While the rating system on the performance evaluation is useful for long-term comparisons, the conversation is where your team members can verbalize issues and feel good about their accomplishments.
5. Share questions in advance
The best thing you can do to prepare team members for a performance evaluation meeting is to let them know up front that it's happening and exactly what they can expect. Sharing the questions you’ve prepared in advance can give everyone time to think about them and process them. This reduces nerves and makes it a more collaborative and constructive conversation.
You can also share the format of the review with them so they can get an idea of how the conversation will go. For example, will you expect them to share first or will you lead?
Tip: Aside from sharing the questions with your team members, you can let them know what to expect by asking them about their accomplishments during the interim between evaluations cycles.
6. Have the conversation
Set aside dedicated time outside of your traditional meetings to have your performance evaluation meetings. Plan to meet individually with each team member for between 30 and 45 minutes. If possible, give your team members about a week’s notice so they can plan for them.
Tip: Don’t forget to ask team members for their opinions during the conversation. Aside from the standard questions about past performance and future goals, ask for feedback about your management style or the company culture . You can also ask where or if they hope to grow in the company long term.
7. Create a goal-setting framework
The questions you ask team members during evaluations should flow into goal-setting sessions. When you end the performance review process with a set goal, team members have a clear idea of what they need to work on between evaluations. Two goal-setting options include SMART goals and OKRs :
SMART goals:
Objective 1
Key result 1
Key result 2
Key result 3
After you give team members a framework to follow, let them be the visionaries of their goals while you facilitate.
Tip: When you take a backseat in the goal-setting process, your team members will feel more in control of their future growth. It can also make evaluations more enjoyable because it becomes less bureaucratic.
8. Be open to feedback
You should always ask team members about your performance as a manager so you can continue to meet their needs. Sometimes, team members won’t feel comfortable providing honest feedback in a 1:1 meeting. So if you want genuine responses, consider asking for feedback anonymously. You can:
Send an anonymous survey
Set up a physical or virtual comment box
Hold a team feedback meeting
Emphasize that you’re open to any feedback your team members have for you, whether it’s positive or constructive. You can use their feedback to become a better manager and improve future performance evaluations.
Tip: If you’re having trouble thinking of ways to get team feedback, ask your co-workers what methods they use. Other managers may have strategies to share and ideas for evaluation templates as well. If you see areas that overlap between your departments, you can borrow ideas for your performance review form.
Performance evaluation template (and example)
Below you’ll see a filled out example of what a performance evaluation template may look like. You can offer this template as a self-assessment for team members, which should spark meaningful discussion about their work progress and future goals.
![[inline illustration] team member performance review template (example)](https://assets.asana.biz/transform/b5e5b7aa-8db6-4609-9a80-0751b382f1b8/inline-leadership-performance-evaluation-template-2-2x?io=transform:fill,width:1680&format=webp "how to make a good evaluation form")
You can download a blank version of this performance evaluation template below to customize for your company and department.
Build team trust with effective 1:1s
Performance evaluation templates can be helpful for jotting down notes during face-to-face meetings, but with many teams moving to remote work , online software is more useful than ever. Virtuals 1:1 meeting agendas clarify that you're here for your team members and always willing to chat. They're a great place for casual feedback and to build psychological safety and trust. By developing this relationship with your direct report, you can set yourself up for success when you have a bigger performance review conversation.
Even if you work in person, you can use 1:1 meetings agendas to stay connected with team members throughout the year.
![[List view] Meeting agenda template in Asana, spreadsheet-style view](https://assets.asana.biz/transform/a073ff73-8c95-4796-819f-717ffa6daf64/inline-project-planning-sales-and-operation-planning-6-2x?io=transform:fill,width:1680&format=webp "how to make a good evaluation form")
A 1:1 project also gives team members the chance to choose what they want to talk about with you. Think of the 1:1 as their time. You've set 30 minutes aside for them to use in whatever way is most beneficial for them. Sometimes, they might want to talk about their favorite TV show because they need some time to unwind. Other times, you may get into some serious brainstorming or problem solving together.
Why performance evaluations are important
Performance evaluations are important for both managers and team members because when work gets hectic, communication can fall short. A “good job” here and there can go a long way, but team members need scheduled facetime for individual feedback in order to stay on track and grow.
![[inline illustration] benefits of performance evaluations (infographic)](https://assets.asana.biz/transform/6e39edc6-be9b-47a4-b01f-9014764530e7/inline-leadership-performance-evaluation-template-3-2x?io=transform:fill,width:1680&format=webp "how to make a good evaluation form")
Performance evaluations can provide the following benefits:
For managers:
Informs hiring practices
Offers feedback on management style
Provides updates on team member wellbeing
For team members:
Improves communication with leadership
Provides a safe space to address concerns
Offers feedback on individual performance
While performance evaluations can feel nerve-wracking, they’re also motivating and give team members clarity on how to improve. Over time, thoughtful performance evals build trust and show your team members that support them and their career.
Enhance performance evaluations with goal setting software
With Asana’s goal-setting software, your team can receive more frequent updates on how they’re doing, which lessens the pressure on everyone when performance evaluations roll around.
Goal-setting enhances the performance evaluation process by focusing more on future progress. When your team can watch their progress in action, they’ll feel more invested in doing their best work.
Related resources
How to use performance improvement plan templates (PIPs)
How to navigate organizational change
Increase employee satisfaction by meeting these 5 needs
What is a brand voice? Plus, 7 tips to develop one
How to Write Good Evaluation Questions
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Evaluators ask questions. All the time. We ask questions in focus groups, we write questions in surveys, we pose questions to our datasets. But the questions that really drive our work are evaluation questions.
What are evaluation questions?
Evaluation questions focus data collection. They are what our stakeholders need to answer. When they have the answer to these questions, they can tell their stories. As we’ve written, evaluation questions are the high-level questions an evaluation is designed to answer .
Knowing the definition of “evaluation question” is one thing; writing them is another. It can be challenging to write questions at just the right level, that will provide guidance for choosing methods and developing data collection tools, and will actually yield the information to satisfy stakeholders.
Keep these points in mind, and you’ll be off to a good start.
Evaluation questions are informed by the evaluation purpose.
Why are you doing this evaluation? Is it to support new policy development? Is it to inform a decision about spreading or contracting a program? Whatever the reason, that purpose will guide the evaluation question development. For example, an evaluation that is intended to demonstrate accountability will likely have an evaluation question around meeting the funder’s requirements.
Write evaluation questions with your stakeholders
Stakeholder engagement is key throughout evaluation projects. Working closely with program leaders and operational staff will ensure that the questions you develop together are the right questions. There is no point in writing what you think are great questions if they don’t meet stakeholders’ needs. Group writing is hard—in your evaluation planning session, don’t worry about getting every word perfect. Make sure you understand the concept that is important, then finesse the language on your own.
Evaluation questions should be open-ended (except when they don’t need to be… see our post on why the answer to so many evaluation methodology questions is “it depends”). Open-ended questions give room for a range of possible answers.
Close-ended question: Did participants enjoy the program?
Open-ended question : How do participants characterize their experience?
See how that second question gives room for a range of responses beyond “yes” and “no”? This second question brings the opportunity for nuanced data that yields deeper insights; that depth is what makes a good evaluation question.
Evaluation questions are not survey questions
Survey questions are very focused, while evaluation questions are broader. Multiple survey questions may be used to answer an evaluation question. If the question you write feels like something you’ve answered before in a survey, you haven’t written an evaluation question. Climb up a level and rewrite.
Survey question : How satisfied are you with the timeliness of the email from your support worker?
Evaluation question: To what extent are services delivered in a timely fashion?
The data from that survey question can be one of the indicators you use to answer the evaluation question.
Evaluation questions may have multiple indicators
Strong evaluations employ triangulation ; that is, multiple views on the same question. One evaluation question may be answered by a combination of two, three or more indicators , relying on multiple methods of data collection.
Evaluation question: To what extent is the program having a positive impact on families?
Indicators:
Parents’ self-reported ability to attend training classes
Youth mental health scores
Changes in number of hours spent together each week
Together, this suite of indicators provides more reliable insight into the program’s impact than one indicator alone.
How many evaluation questions?
Well, it depends. For a very comprehensive evaluation of a major initiative, more evaluation questions may be required. You may need fewer questions for a simpler project. A general guideline is between five and seven evaluation questions, but it’s not uncommon to see between three and ten. Remember, every evaluation project is different—the main goal is to ensure that stakeholders’ information needs are met, but we must also consider feasibility. If your capacity to collect data, whether through existing resources or by hiring external help, you will likely need to stick with fewer evaluation questions.
Themes can help
Evaluation questions can be clustered in themes that are relevant to the purpose of the evaluation and the nature of the initiative. For example, my evaluation firm has worked on several healthcare projects that rely on a quality matrix for health . That matrix provides a common language and shared concepts throughout healthcare partners, so we use themes like accessibility and appropriateness to guide our evaluation questions. If your organization has a strategic plan or shared goals, those may be key to guiding your evaluation question development. Or look to other frameworks, like the RE-AIM framework , for inspiration on evaluation question themes.
(Check out this list for some content-specific examples of evaluation questions or this list for how questions change based on your evaluation framework or approach.)
Edit, edit, edit, then step back
Language matters when writing good evaluation questions. Changing just one word can mean the difference between clarity and ambiguity. Use the writing process that works for you, whether that’s working on paper, consulting with a colleague, or staring each word down until you find the absolute perfect alternative. If you’re a true evaluation nerd, there is immense satisfaction in writing the very best question you can. But remember, perfection is not always possible or practical, and just like that last literature review you wrote, sometimes you just need to call it done and move on.
How do you know when you have it right?
You’ll know you have near-perfect evaluation questions when:
Together, their answers will tell a high-level story of the initiative being evaluated
You have between three and ten questions
The questions cannot be answered by a simple yes/no, or by a number
Indicators and methods are already suggesting themselves
Your stakeholders (and you!) breathe a sigh of relief when they read them
For an extra round of review, try using our checklist
What comes next?
After you’ve crafted fantastic evaluation questions, you’ll move on to selecting indicators and data collection methods. In doing so, you may need to revisit your evaluation questions and make minor modifications, or even add or remove questions altogether.
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The Value of Evaluation – A Perfect Employee Evaluation Form (Samples)
Nemanja Jovancic
Apr 04 2018
No comments
They say your company is only as good as its employees. But exactly how good are your employees?
If only there were some way of measuring their performance, with the aim of improving their overall happiness and motivation.
Sure there is. Ever heard of an employee evaluation form?
Whether you’ve heard about it or not – you can use an employee evaluation form template with just a single click on the button below.
*To access the template, just create an account (or login) , and then select a template from our builder.
Why Perform Employee Evaluation?
It’s essential to show your employees they are valued as an integral part of your company. Not taking proper care of your employees can cause you to end up with a bunch of unmotivated and uninspired employees just slacking off from 9 to 5. This may have an even more adverse effect on your company than you may realize at first.
Studies have shown that motivated employees, in most cases, mean greater productivity. In fact, they show that happy and motivated employees are up to 12% more productive . Nevertheless, according to a Gallup’s research, a staggering 70% of American employees are not reaching their full working potential , which slows down the economic growth and causes the country to lose $450 to $550 billion a year.
What can you do to keep your employees motivated? The first thing you can do is fill out an employee evaluation form. Get down to the root of the problem. Identify the issues they’re dealing with and learn how to overcome them. Find out more about their expectations and what they’d like to achieve in the foreseeable future. Once you learn those things about your employees, keeping them motivated should be a piece of cake (which actually might not be a bad idea for employee motivation).
So, in order to show your employees how highly you value them, you first need to evaluate them.
What Questions to Ask During the Employee Evaluation
When creating an employee evaluation form, you should always try to tailor it according to your own specific needs. However, there are certain questions that have found their way into almost every such form ever. In order to receive quality feedback, you need to be asking all the right questions . Here are some things you could question (along with several question ideas for each) when evaluating the performance of your employees:
Personal growth
- Do you feel there are enough opportunities for personal growth at this company?
- How satisfied are you with the level of autonomy given to you by your manager?
- How challenging do you find your everyday work activities?
Relations with managers and co-workers
- How often does your manager check in on your work progress?
- On a 1-10 scale, how close are you to your manager/co-workers?
- If you were to choose a co-worker or a team member to coach you on a specific topic, who would you choose and why?
- How are you impacting the people around you?
- Who would you like to get to know better in the company? Tag them here if you want to go out for a coffee.
- How often do you go out for lunch with your co-workers?
Company alignment
- How well do the company’s values align with your own personal values?
- If you were running the company, what would you be doing differently?
- In your opinion, what are the top 5 qualities to look for in new hires in terms of organizational culture fit?
Workplace conditions
- Is your working environment too noisy?
- Are you satisfied with your current benefits package?
- What would an even more joyful workplace culture look like to you?
Overall happiness and wellness
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- On a 1-10 scale, how happy are you with your previous week at work?
- What inspires you to succeed every day?
- At the end of the day, do you leave work feeling happy?
- How would you describe your eating habits?
Feedback and recognition
- How helpful is the feedback you receive from your supervisor when it comes to completing your everyday tasks?
- When was the last time you got recognition for your work?
- The last time you were praised, did they explicitly state what they were praising you for?
How to Perform Effective Evaluation (Employee Evaluation Form Samples)
The worst mistake you could make, when performing employee evaluation, is to be tying it to their pay. This kind of evaluation should be used to simply evaluate an employee’s performance in order to help them improve, and in no way should its results affect their salary.
A good introduction to employee evaluation could be to get the employees to perform self-evaluation beforehand. In other words, you should make some room for self-reflection too, as it’s important to get an idea of how they see themselves.
Another important thing that makes a good employee evaluation form is to enable the employees to give constructive feedback. If they identify something as a potential issue, always make sure to ask why is that an issue and how they would solve it.
There are two main types of employee evaluation form – open-ended and scorecard-based.
Open-Ended Employee Evaluation Form
With open-ended evaluation, you don’t really keep scores and measure performance through ratings and numbers. Here’s an example of a minimalistic open-ended employee evaluation form:
Actually, it may be a good idea to start the evaluation with several open-ended questions like these, to get the employees talking and initiate the discussion, and then see where it leads you from there. Hopefully, to an honest and meaningful discussion about the employee’s overall performance and the ways it can be improved.
Some companies, however, may consider this approach too informal. Or maybe they prefer getting the results that can actually be measured and compared. That’s where scorecard employee evaluation forms come in.
Scorecard Employee Evaluation Form
This form of evaluation uses a scorecard rating system. You can decide for different rating systems (in our example, the ratings range from 1 to 5, 5 being the highest and 1 the lowest), it’s only important to keep it clear and simple. It’s always a good idea to add descriptions to the scale so that it’s completely clear what each of the ratings stands for.
Here, you should make a list of criteria you’d like to evaluate your employees for, such as quality of work, relationship with co-workers, communication, etc. Of course, leave some room for additional comments and remarks if needed. The scorecard employee evaluation form is generally considered to be more formal than its alternative.
How to Automate the Evaluation Process
Remember the times when you had to do everything manually? Luckily, those times are way behind us. Most businesses nowadays can’t afford the luxury of having the time to deal with tedious everyday tasks. You’d like to focus on tasks that require more intelligence and creative thinking. This is why we look to automate all the business processes that can be safely automated.
Although it wouldn’t be advisable (nor completely possible) to fully automate the evaluation process, as it will always require some human-to-human interaction, certain parts of it could be safely automated.
The first thing you could do is to use the LeadQuizzes software to create a customized employee evaluation form. The next thing would be to set up a Zapier email to go out periodically (weekly, monthly, annually, it’s up to you) with a link to your own LeadQuizzes employee evaluation form. Voilà! In two simple steps, you’ve just saved yourself tons of time. You may also want to learn more about the many benefits of integrating your app with Zapier .
How to Act on Employee Feedback
One of the most important things about employee evaluation is communicating the overall results and taking necessary action on the basis of the obtained information. When embarking on the employee evaluation journey, always have in mind that your employees are highly likely to be skeptical about your intentions behind the survey even before it had started. In fact, studies have shown that 4 out of 5 employees think their manager is unlikely to take any action on the basis of survey findings.
Image credit: Office Vibe
So, first you are expected to convince them that this employee evaluation form is not a dead letter, and then you need to prove so by taking meaningful action after the evaluation.
After you’ve got your employee evaluation forms filled out (be aware that somewhere around 70% or more is a good target for the response rate in such evaluations), you’ve just made the first step. The next one is to review the feedback you received and act upon it.
Doing evaluation just for the sake of doing it leads you nowhere. It’s just a waste of paper, time, digital and human resources. Once you’ve identified potential issues, make sure to investigate them in more detail, and try fixing them, as it is likely to benefit everybody at the company.
For example, if one of the complaints your employees had was that there was too much noise at the workplace, maybe you could try getting noise-canceling headphones for everyone at the office. Any such step towards improving the overall working conditions and employee motivation is expected to benefit your company long-term.
The entire purpose of employee evaluation is to learn what you can do to improve your business and enhance the performance of your employees. In order to obtain that information, you’d want to create a perfect employee evaluation form. Now that you’ve read this article, it should be a piece of cake to do so (not the one from the beginning of the article, you’ve already used that one to increase the employee motivation).
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How to Write a Self Evaluation (With Examples)
Given a choice between cleaning the office microwave and writing a self evaluation, most people would probably grab the all-purpose cleaner and a roll of paper towels.
Self evaluations are performance assessments that bring you and your manager together to rate your performance over a given time span (quarterly, semi-annually, annually) either using a scale (one to 10 or one to five) or by answering open-ended questions. You complete the evaluation and so does your manager. During the performance review , the two of you compare notes to arrive at a final evaluation.
Writing about yourself, especially if those words are going to be part of your permanent work record, can be daunting. But it doesn’t have to be. In fact, self evaluations give you a voice in your performance review , and they’re opportunities to outline your career goals and get help in reaching them.
What Is an Employee Self Evaluation?
Workplace employee self evaluations can be traced back to management theorist Douglas McGregor, author of the groundbreaking 1960 book The Human Side of Enterprise . McGregor believed that employees enjoy work, are intrinsically motivated to work and have the self-direction and ambition to do so.
In a 1957 Harvard Business Review article, McGregor presented self evaluations as a way to give employees and managers a way to work together to judge workplace performance, rather than handing a manager total control. “Managers are uncomfortable when they are put in the position of ‘playing God,’” he wrote.
Today, the goal of self evaluations is twofold, according to Leslie Mizerak, an executive coach at edtech company NimblyWise . They give managers an understanding of where their employees think they are in relation to their goals, and they give employees a voice that is heard and documented.
Below, we’ll examine self evaluation examples, types of self assessments, why companies use self evaluations and how both employees and managers can complete them successfully.
More on Self Evaluations Self-Evaluations Make Stronger Leaders. Here’s How to Write One.
Benefits of Self Evaluations
Academic literature indicates that employees are more satisfied with evaluations that involve two-way communication and encourage a conversation between manager and employee, according to Thomas Begley, professor of management at Rensselaer Polytechnic Institute .
The thing is, employees have to trust that the process is fair, Begley added. If they believe it is, and they’re treated fairly and respectfully during the process, employees react positively to self evaluations. “If unfair, they lose trust in the manager and process, become disgruntled and are more likely to leave the organization,” Begley said.
Self evaluations might seem as a way to shift the burden of the review to the employee from the manager, but in reality, they benefit both.
“Self evaluations enable employees to see their work in its entirety,” Jill Bowman, director of people at fintech company Octane , said. “They ensure that employees reflect on their high points throughout the entire year and to assess their progress towards achieving predetermined objectives and goals.”
Some companies see tangible results from self evaluations. For example, Smarty , an address-verification company, enjoys low staff turnover, said Rob Green, chief revenue officer. The self-evaluation method, coupled with a strong focus on a communication-based corporate culture, has resulted in a 97 percent retention rate, Green said.
Since self evaluations are inherently reflective, they allow employees to identify and examine their strengths and weaknesses. When identifying strengths, employees will be able to use specific metrics and examples from their work to demonstrate their value. This helps employees both know their worth to an organization and what they still have left to learn.
For Bowman, employee self assessments also help managers more accurately remember each employee’s accomplishments.
“As many managers often have numerous direct reports, it provides a useful summary of the achievements of each member,” Bowman said. “Self-evaluations also help account for performance across the full year as opposed to just the most recent tasks and accomplishments that are likely still top of mind.”
It may seem obvious, but self assessments also help prepare both employees and managers for performance reviews. Completing a self evaluation can help guide the conversation in a structured, but meaningful, way. It also helps both parties get an idea of what needs to be discussed during a performance review, so neither feels caught off guard by the conversation.
Types of Self Evaluations
Self evaluations come in several varieties. One involves open-ended questions or statements asking employees to list accomplishments, setbacks and goals . Another gives a list of statements where employees are asked to rate themselves on a scale of one to five or one to ten (generally the higher the number, the more favorable the rating). Hybrid evaluations combine the two. Each approach has its own set of pros and cons to consider.
Open-ended Question Self Evaluation
Open-ended questions can vary from company to company and can serve different purposes, depending on the angle of the question. The goal of open-ended questions is generally the same: to get employees thinking deeply about their work, how they’ve accomplished their goals and where they need to improve.
Open-ended questions allow employees a true voice in the process, whereas “self ratings” can sometimes be unfair , Fresia Jackson, lead research people scientist at Culture Amp , said.
With open-ended questions, employees tend to be more forgiving with themselves, which can be both good and bad. Whatever result open ended questions bring about, they typically offer more fodder for discussion between employees and managers.
Rating Self Evaluation
Rating self evaluation systems vary widely too. For instance, Smarty uses a tool called 3A+. Unlike most self evaluations, this one calls for employees and managers to sit down and complete the evaluation together, at the same time. Employees rate themselves from 3, 2 or 1 (three being the best) on their capability in their role; A, B or C on their helpfulness to others, and plus or minus on their “diligence and focus” in their role. Managers rate the employees using the same scale. A “perfect” score would be 3A+, while an employee who needs some TLC would rate 2B-.
At the performance evaluation meeting, managers and employees compare their ratings, and employees ask for feedback on how they can improve, Susan Young, human resources manager at Smarty , said.
Young likes the approach, developed by management company Arbinger , because the second part of the evaluation acknowledges that employees don’t work in a silo, and that their actions affect others. “It’s a win-win,” Young said.
But rating systems can have their challenges that are often rooted in bias. For example, women are more likely to rate themselves lower than men. People from individualistic cultures, which emphasize individuals over community, will rate themselves higher than people from collectivist cultures, which place a premium on the group rather than the individual, Jackson said.
Hybrid Self Evaluations
Hybrid self evaluations, such as the ones from the Society for Human Resource Management , include a rating scale where employees score themselves one through five on skills including project management, collaboration and teamwork and communication. Here’s an example of some questions that might be asked in a hybrid self evaluation:
- List your most significant accomplishments or contributions since last year. How do these achievements align with the goals and objectives outlined in your last review?
Since the last appraisal period, have you successfully performed any new tasks or additional duties outside the scope of your regular responsibilities? If so, please specify.
What activities have you initiated, or actively participated in, to encourage camaraderie and teamwork within your group and/or office? What was the result?
- Describe your professional development activities since last year, such as offsite seminars, onsite training, peer training, management coaching or mentoring, on-the-job experience, exposure to challenging projects, etc.
Describe areas you feel require improvement in terms of your professional capabilities. List the steps you plan to take and/or the resources you need to accomplish this.
Identify two career goals for the coming year and indicate how you plan to accomplish them.
Self-Evaluation Questions for Performance Reviews
If you’ve never done a self evaluation, or if you just need a refresher before your next performance review, looking over some examples of self evaluation questions — like the ones below — can be a helpful starting point. They provide a sense of what to expect from your next self evaluation, and they may even help you craft your answers (or help you write your next round of questions, if you’re a manager).
Self Evaluation Questions for Performance Reviews
These are some questions commonly found in a semi-annual or annual performance review:
- What are you most proud of?
- What would you do differently?
- How have you carried out the company’s mission statement?
- Where would you like to be a year from now?
- List your skills and positive attributes.
- List your accomplishments, especially those that impacted others or moved you toward goals.
- Think about your mistakes and what you’ve learned from them.
- What are your opportunities to grow through advancement and/or learning?
- How do the above tie to your professional goals?
Self Evaluation Questions for Career Planning and Growth
Questions on this type of evaluation tend to focus on an employee’s goals for their job and career:
- What are you interested in working on?
- What are you working on now?
- What do you want to learn more about?
- How can I as your manager better support you?
- What can the company do to support your journey?
- How can the immediate team support you?
- What can you do to better support the team and the company?
Self Evaluation Questions for Performance and Career Goals
This type of self evaluation puts a premium on career goals and how well employees meet them:
- How did you perform in relation to your goals?
- What level of positive impact did your performance have on the team?
- Did your performance have a positive impact on the business?
- What was your level of collaboration with other departments?
- What corporate value do you bring to life?
- What corporate value do you most struggle to align with?
- Summarize your strengths.
- Summarize your development areas.
- Summarize your performance/achievements during this year.
- How would you rate your overall performance this year?
More on Career Development How to Set Professional Goals
How to Write a Self Evaluation
The ability to write a self evaluation is a critical career skill, said Richard Hawkes, CEO and founder of Growth River , a leadership and management consulting company.
“Self evaluations give you a platform to influence your manager and in many cases, reframe the nature of the relationship with your manager,” Hawkes said. “And all results in business happen in the context of relationships.”
6 Tips for Writing a Self Evaluation
- Keep track of your hits and misses throughout the review period.
- Take your time writing the evaluation.
- Have a mentor, trusted colleague or friend read over your draft.
- Acknowledge mistakes and how you learned from them.
- Be clear about your career goals.
- Use the evaluation as a starting point for a conversation with your manager.
In Hawkes’ estimation, the ability to write a comprehensive self evaluation becomes a career tool and a life tool.
Below are some tips from Hawkes and others on how to complete a self evaluation.
Track Your Work
Daily or weekly tracking of your work can help you keep track of your progress and also prevent last-minute “what on earth did I do the last six months?” panic at performance evaluation time, said Peter Griscom, CEO at New York-based Tradefluence , which makes a stock-picking app. “Strip down the questions to two or three, and just ask yourself, ‘How well did I communicate today?’ ‘How well did I solve problems today?’ ‘What have I achieved today?’” Griscom said.
“Get in the habit of writing those things out and keeping track and over time, that will help you get very comfortable with self evaluations and understand the purpose behind them,” he said, adding that he’s done just that over his career in tech.
Take Your Time
“It’s not something you can do in 15 minutes,” Hawkes said. “Slow down, take time and let your objectives stew a little bit.” Write a first draft as soon as possible after getting the email or message from your manager. Let it sit for a few days and then return to it to polish and revise.
Griscom remembers his first self evaluation, asked of him when he was head of product at a consumer-goods company. He remembers wondering whether he had to be overly brutal on himself, deciding how to best answer the questions, and trying to figure out how the answers would affect his career. “I think I over-thought it the first time,” he said.
Rather than plague himself with questions, he asked his manager, the CFO of the company, for guidance. “He said, ‘just give me your honest answers; there is no right or wrong,’” Griscom recalled. So Griscom answered the questions as accurately as he could. “What came out of it was really valuable, because it gave me a chance to reflect on my own achievements and think about where I can improve,” he said. “It forced me to do the thinking instead of just accepting feedback.”
Tout Your Wins
If your boss has a handful of direct reports, chances are good they haven’t noticed each of your shining moments during a review period. This is your chance to spotlight yourself. Quotas exceeded, projects finished ahead of schedule, fruitful mentoring relationships, processes streamlined — whatever you’ve done, share it, and don’t be shy about it, said Alexandra Phillips , a leadership and management coach. Women, especially, tend not to share achievements and accomplishments as loudly or often as they should, Phillips said. “Make sure your manager has a good sense of where you’ve had those wins, large and small, because sometimes they can fly under the radar,” she added.
More on Career Development Long-Term Career Goals: How to Set a Successful Development Plan
Admit Weaknesses (and How You’ve Grown From Them)
If you’ve made a whopper mistake since your past review, mention it — and be sure to discuss what you’ve learned from it. Chances are good your manager knows you made a mistake, and bringing it up gives you the opportunity to provide more context to the situation. “It’s the perfect time to do so,” Culture Amp ’s Jackson said.
Acknowledge Where You Can Improve
When you’re meeting with your manager, listen to what they say, both positive and negative. And be prepared for your manager to point out a few areas for improvement. This tension point is where career growth happens. “If you want something,” whether it’s a promotion or move to another department, “you need to know how to get there,” said Phillips. Just as people find it hard to brag, some find it hard to acknowledge their weaknesses. Knowing your weaknesses, “you can make some personal choices as to how to potentially bolster those spaces.”
Get a Second Opinion
Share a draft with a person you trust, whether it’s your partner or a colleague, advised Jackson. It’s a good way to have someone else weigh in, especially if you have difficulty bragging about yourself, she said. Plus, an extra set of eyes can help spot typos and grammatical errors.
Self Evaluation Examples and Templates Answers
Still not sure what to do when you put pen to paper? Here are six open-ended questions from a sample self evaluation from the Society for Human Resource Management, as well as example answers you can use to prepare for your own self evaluation.
List your most significant accomplishments or contributions since last year. How do these achievements align with the goals/objectives outlined in your last review?
How to answer with positive results: In the past year, I successfully led our team in finishing [project A]. I was instrumental in finding solutions to several project challenges, among them [X, Y and Z]. When Tom left the company unexpectedly, I was able to cover his basic tasks until a replacement was hired, thus keeping our team on track to meet KPIs.
I feel the above accomplishments demonstrate that I have taken more of a leadership role in our department, a move that we discussed during my last performance review.
How to answer with ways to improve: Although I didn’t meet all of my goals in the last year, I am working on improving this by changing my workflow and holding myself accountable. I am currently working to meet my goals by doing [X, Y and Z] and I plan to have [project A] completed by [steps here]. I believe that I will be able to correct my performance through these actionable steps.
How to answer with positive results: Yes. I have established mentoring relationships with one of the younger members of our team, as well as with a more seasoned person in another department. I have also successfully taken over the monthly all-hands meeting in our team, trimming meeting time to 30 minutes from an hour and establishing clear agendas and expectations for each meeting. Again, I feel these align with my goal to become more of a leader.
How to answer with ways to improve: Since the last review period, I focused my efforts on improving my communication with our team, meeting my goals consistently and fostering relationships with leaders in other departments. Over the next six months, I plan on breaking out of my comfort zone by accomplishing [X, Y and Z].
How to answer with positive results: I launched the “No More Panicked Mondays” program to help on-site and remote colleagues make Mondays more productive. The initiative includes segmenting the day into 25-minute parts to answer emails, get caught up on direct messages, sketch out to-do lists and otherwise plan for the week ahead. NMPM also includes a 15-minute “Weekend Update” around lunch time, during which staff shares weekend activities. Attendance was slow at first but has picked up to nearly 90 percent participation. The result overall for the initiative is more of the team signs on to direct messages earlier in the day, on average 9:15 a.m. instead of the previous 10 a.m., and anecdotally, the team seems more enthusiastic about the week. I plan to conduct a survey later this month to get team input on how we can change up the initiative.
How to answer with ways to improve: Although I haven’t had the chance to lead any new initiatives since I got hired, I recently had an idea for [A] and wanted to run it by you. Do you think this would be beneficial to our team? I would love to take charge of a program like this.
Describe your professional development activities since last year, such as offsite seminars/classes (specify if self-directed or required by your supervisor), onsite training, peer training, management coaching or mentoring, on-the-job experience, exposure to challenging projects, other—please describe.
How to answer with positive results: I completed a class on SEO best practices and shared what I learned from the seminar during a lunch-and-learn with my teammates. I took on a pro-bono website development project for a local nonprofit, which gave me a new look at website challenges for different types of organizations. I also, as mentioned above, started two new mentoring relationships.
How to answer with ways to improve: This is something I have been thinking about but would like a little guidance with. I would love to hear what others have done in the past to help me find my footing. I am eager to learn more about [A] and [B] and would like to hear your thoughts on which courses or seminars you might recommend.
I feel I could do better at moving projects off my desk and on to the next person without overthinking them or sweating details that are not mine to sweat; in this regard I could trust my teammates more. I plan to enlist your help with this and ask for a weekly 15-minute one-on-one meeting to do so.
One is a promotion to senior project manager, which I plan to reach by continuing to show leadership skills on the team. Another is that I’d like to be seen as a real resource for the organization, and plan to volunteer for the committee to update the standards and practices handbook.
More on Career Development How to Find the Right Mentor — and How to Be One
How Should Managers Approach Self Evaluations?
It’s clear here that self evaluations, as a type of performance review, are more employee- than manager-driven. That said, managers are a key ingredient in this process, and the way managers handle self evaluations determines much about how useful they are and how well employees respond to them.
To make sure they’re as effective as possible, consider these suggestions from Elisabeth Duncan, vice president of human resources and Adam Kanouse, chief technology officer at Evive , a provider of IT systems and platforms for HR teams.
Train Managers on How to Use Evaluations
“If you don’t, there’s no point in doing them, because the manager is going to be the one driving the conversations,” Duncan said. “Without training, the (evaluations) will be a checkbox and not meaningful.”
Don’t Use Ratings Formulaically
The results of self evaluations that employ a scale (say, one to five) can vary wildly, as one manager’s three is another manager’s five. Use the scale to identify and address discrepancies between the manager’s and employee’s answers, not to decide on raises or promotions across the company.
Hold Self Evaluations Often
They work best as career-development tools if they’re held semi-annually, quarterly or even more often. “It’s about an ongoing, consistent conversation,” Duncan said.
Tailor Them for Each Department
Competencies in sales very likely differ from competencies in tech, marketing and other departments. Competencies for junior-level employees probably differ wildly from those for senior managers. Self evaluations tailored to different employee populations will be more effective, and fairer.
Stress that the Rating Is Just the Start
The rating or the open-ended questions are the beginning of the evaluation process; they are not the process itself. “These are tools to trigger a conversation,” Duncan said.
Overall, think of self evaluations as a way to engage with your manager and your work in a way that furthers your career. Embrace the self evaluation, get good at writing them, and in no time at all, you’ll find they’re more productive — and definitely more fun — than scrubbing the office microwave.
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How to Create a Perfect Evaluation Form
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The importance of evaluation forms can be classified as a necessary tool for improving the companies efficiency and productivity. An evaluation form can be used to determine which employee stays and which employee will either be transferred or be removed from the company.
How Do You Write an Evaluation?
Writing an evaluation is actually quite easy. But first, you will need to determine the type of evaluation you wish to create. For example, if you wish to create an evaluation about a student performance in class then you will need the proper form, which is a Student Evaluation Form . To begin writing an evaluation you will need to:
- Begin by selecting a form to use. ( Depending on the purpose of the form you could use a Sample Self Evaluation Form as necessary)
- Indicate instructions on how to evaluate an employee.
- Percentage of work done daily.
- Employee Outputs
- Employee Learnings
- Create tables that will be used to evaluate the employee’s performance in a test environment.
Guidelines for Developing Course Evaluation Forms and Questions
Developing a course evaluation form is just like making a Workshop Evaluation Form where you just need to follow these guidelines in order to make them:
- Always feel free to use some Sample Course Evaluation Forms to make it easier for you to make a course evaluation.
- Have all questions be direct to the point or related to the course.
- When writing the questions try to add them into a table format instead and use a rating system. This is done so as to make it easier to evaluate the end results and rate the employee’s performance.
10 Tips on Creating an Evaluation Form
Curious on how to make your evaluation forms? Well, depending on your purpose you will most likely need the most commonly used evaluation forms namely the Performance Evaluation Forms or the Training Evaluation Form , regardless of what type of evaluation form you’re going to make, here are some tips for making them:
- As of any forms that involve some form of examination, keep it short, simple and straight to the point at all times.
- Have your questions directly related to the purpose of your evaluation form.
- Identify how you would rate the person.
- Include questions that focus on the employee’s willingness to change.
- Avoid having employees write their name and identifications on the evaluation form so as to make the employees more comfortable with taking the evaluation.
- Avoid having the questions focus on the employee’s personality only. The questions must focus on the employee’s productivity and progress.
- Avoid questions that sound like you are leading the employee to say something you want to hear.
- Never have repeating questions in your evaluation forms.
- Use basic sentence structures and avoid words that have a double meaning. This way employees don’t get confused about the questions.
- Always start and end the evaluation on a positive note.
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How to create an employee evaluation form – a complete guide for 2021
Are you searching for a tool that makes employee evaluation easier?
In order to have everything up and running, any business has an evaluation system that assesses their employees’ performance. There’s no need to have an unwieldy procedure, with paperwork that makes everything more difficult. Create employee evaluation forms directly on your website, to have everything in place and simplify the whole procedure.
We’re here to provide you with a complete guide on how to create such an evaluation form in WordPress, as well as a few of the reasons why going online is the right option.
Why should you use an online evaluation form
The benefits of using a digitalized tool are very comprehensive. Let’s take a look at the most important ones:
Sharing and storing information
Although it seems simpler to look up a form, download, and print it, storing these papers can be tricky. You need a safe space so only authorized people have access to it. It can also be a problem of the space itself, as not all companies have enough room for such things.
Evaluation process
Having everything online means that you can easily read, make notes, copy and paste, or anything else you need to do with those. Skipping the whole looking through papers and trying to figure out someone’s writing, or going back to look for something in the whole pile of forms can save you a huge deal of time.
Going back to check something
You can encounter the situation in which you need to compare things from previous evaluations or remember certain aspects from what someone wrote. And it can happen a year from now, not necessarily the next day. So the last thing you want is to go through an endless stack of papers to find one. Archiving them in your computer or in the cloud saves you the trouble.
Personalization
It is not mandatory for forms to be boring and feel like a test. You can personalize them and make a pleasant experience out of it, both for you and the evaluator. It’s much more difficult to do it on a paper than embellish an online one.
How to create an employee evaluation form
Now that we’ve seen the benefits of having an online evaluation form, let’s see how we can create one.
You’ll just need to install a plugin and from there on, the job is almost done. Kali Forms is a great plugin that helps you simplify your work and speed up the process. Now, let’s take a look at how to install and start creating your form with this plugin.
Install Kali Forms plugin
The first step, if you haven’t already done this, is to install Kali Forms. You just have to go to your WordPress dashboard and look for the Plugins button. Click on it and press Add new . After that, you just have to type Kali Forms in the search bar.
When you’re done with this step, click on Install . Once you’re done with this step as well, you’ll see a button that says Activate . Press it in order to have your plugin up and running.
This is all you have to do in order to have your plugin. Once it’s installed and activated, go to the WordPress menu and find Kali Forms . Click Add New , and you’re ready to start creating your forms.
However, if you have the plugin already installed, you can just go about your business and start using it.
Create a new form
Go to your WordPress dashboard and, as we mentioned before, find Kali Forms and then press Add New . You’ll find a bunch of templates, but you have to choose the blank one and start from scratch.
You’ll find yourself in front of the form builder. You may want to start by giving your form a proper name . Choose whatever you find it’s appropriate for its purpose. I named this one ‘Employee evaluation form’. In there, you’ll see some standard fields that you can incorporate in your document.
Adding form fields
Now that you have your form named, you can start adding fields so you can gather the information you need. I will complete the form with a few of the most important requirements for an evaluation form, but you are free to add whatever you find suitable.
Start by clicking on one of them. I added two text boxes that are designated to the evaluator and the employee’s name. After you select your option, it will appear on the right. Click on it and customization options will appear on the left, instead of the fields’ list. You can also make it smaller by clicking on the two arrows at the end on the field and dragging them. I also opted for a separator , in order to clearly divide the sections of the form. Here you can choose between a line, blank, or both as a type of separator. There’s also a page break option , so you can explore that as well.
For the next sections, I added a radio field , so it can be easier for the evaluator to complete it. You can do so for all the questions you consider appropriate to be answered this way. For the moment, this radio field contains the departments of the company, along with another text box for the job title. You can choose whether the flow of your radio field should be vertical or horizontal.
Next, I added a textarea , so the evaluator can describe the employee. You can add a description to it, so the person who fills the form knows what to follow. Select the length of the answer by choosing the number of rows.
You can add as many fields as you want, as well as shape them according to your vision of how an employee evaluation form should be.
If you want to send people a confirmation e-mail, you can go to Notifications and set up everything from there. The premium version also allows you to send SMS notifications if you wish.
After you’re done with the content of your form, you can go to the General Settings options in order to customize your form. You can display a thank you message or choose between the various themes that the Form Styles section offers. If you go premium, you’ll also have the option to send newsletters or send notifications on Slack.
After you finished creating your employee evaluation form, you can click Save and your form will be published .
Add the employee evaluation form to your website
Now you have your assessment tool ready to go. You just need to take one more step and that is to integrate in the front end of your website, so your evaluators can have access to it.
The process is very simple – you just have to copy the shortcode that Kali Forms provides you with after creating a form. After that, paste the shortcode on a new page or create a new one for it and there you go. Your employees are ready to be evaluated. If you were wondering, yes, you can export the data gathered from the forms to CVS and Excel . It’s a simple process that can be done in a couple of minutes.
Since we’re at it, if you’re looking to make everything easier and more accessible both for your clients and employees, there are countless options you can integrate into your website. For example, you can create a WordPress file upload form that can help you optimize the process of receiving any types of documents.
As you may have already noticed, this is an easy process that you can go through in less than half an hour. It’s much more efficient and you’ll be enjoying its benefits after the form is completed as well. It is not a huge investment and it will save you a great deal of time, as well as making the process more pleasant.
Remember that there are quite some options you can play around with. As a result, make your employee evaluation form stand out even if it’s an internal thing. Caring for these aspects will only make things better.
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How to give a killer evaluation.
Ever gone into a performance review, had to deliver a speech or make a sales pitch and become more concerned about what the reviewer was going to say or write than what was in the presentation? It can be like going to the dentist for a root canal. This is a tough area, but it can be even more difficult for whoever is doing the evaluation.
A badly done evaluation can cause the following undesirable outcomes:
- the person quits, leaves, walks out or throws coffee in your face.
- the review becomes an demotivator for future presentations.
- a friend becomes an enemy. An evaluation reflects on the evaluator as much as it does the person who is receiving it.
A good or great evaluation should do the following:
- inspire the person receiving it to new heights.
- give the recipient specific information that can be used constructively.
- encourage the person to seek additional input and evaluation.
- maintain the person’s respect and build your relationship based on trust.
The “sandwich technique” is a simple strategy widely used in Toastmasters International , the world’s leading organization dedicated to helping people improve their communication and leadership skills. It can be used to give a killer evaluation that will leave the recipient in a positive state. The technique simply involves starting the evaluation by mentioning some positive aspects, followed by a couple of specific suggestions for improvement and ending with some positive comments. Better yet, end it with an positive overall impression. For example, “Betty, you had a great smile and engaged the audience well. People connected with you. I noticed though that you were taking too much time going into the discussion about product features, rather then the benefits they would be getting. But they got a lot from the customer examples you gave and the presentation didn’t get bogged down and run too long. Your passion came through great. Good luck on the closing session tomorrow.”
As an evaluator, here are some tips that work well with evaluations:
- Know the objectives of the performance, whether it is a speech, sales presentation or job review.
- Don’t be a critic. This isn’t a movie. This is part of a process of building up team members. Nor is it about passing or failing – leave that in school. Act like a coach, not like a judge.
- It is not about you, it is about the person receiving the feedback. Sometimes, especially when evaluations are not done one on one, the evaluator can lose sight of the presenter and take tangents. Going off on an inspirational, preachy rant is not going to be as helpful as giving the presenter or team member specific constructive feedback.
- Keep it simple. Figure out which areas to emphasize and which to leave out. The guts of the most evaluations can be broken into three areas: a) content, b) organization, c) delivery. For an after dinner speech, during drinks, content usually doesn’t matter since people just want to be entertained. Not true for a technical presentation. Organization becomes critical where time constraints are tight.
- Prioritize and comment only on a couple main points. Like the farmer who has a truckload of feed for when the cows come home at night. If only one shows up, don’t give her the whole load!
- Create a simple evaluation form. A blank sheet of paper works well in a pinch. A single sheet of notes broken into parts with the top third being some positive specific comments, the middle third being one or two specific suggestions for improvement and the bottom third for overall positive impression and maybe a closing comment. This can help focus the discussion and also can be something the person can take away from the review for later consideration. It does not need to be like those multi-point checkbox things they use for government inspections.
- Do not give a “whitewash” evaluation. Avoiding candor hurts more than it helps. Being honest and direct adds value. If the presentation is a bomb or if you are going to fire the person, it does not help either party to give a falsely positive evaluation. There can still be positive aspects but if the overall outcome was below par, don’t hide that fact.
- Practice, practice, practice. If you need a forum, an easy one is one of the local Toastmasters clubs. There are also courses available. An killer evaluation should not take a long time. Three to five minutes is enough for an evaluation of a stage performance and should be given as soon as possible after the performance ends. It should not come after things have been forgotten. For a sales presentation, it often becomes a little more involved depending on the particular circumstances. It can be done in a quick 5 to 10 minute session, or over a long lunch if the sale did not close after months of work on it. Job performance reviews should be done in a pre-determined amount of time that you stick with whether it be 15 minutes, an hour or whatever. The evaluation component should be a certain pre-determined percentage of if it. The remainder used for setting performance targets, etc.
If you are not sure how well you are doing in your evaluations, get an evaluator to evaluate your evaluation. Then ask yourself, would you want to go through that again? If you are consistently receiving bad evaluations from someone, print out this article, highlight the relevant portions and send it to the offender with a polite indication you are giving feedback because you care about the process. We would love to receive an evaluation on our evaluation article! Please post comments and share your experiences giving and receiving evaluations (the good, the bad and the ugly).
Peter Paul Roosen and Tatsuya Nakagawa are co-founders of Atomica Creative Group , a specialized strategic product marketing firm. Through leading edge insight and research, sound strategic planning and effective project management, Atomica helps companies achieve greater success in bringing new products to market and in improving their existing businesses. They have co-authored Overcoming Inventoritis: Happy About® Not flushing Away Your Innovation Dollars now available.
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Create an evaluation form (Preview)
In Amazon Connect, you can create many different evaluation forms . For example, you may need a different evaluation form for each business unit and type of interaction. Each form can contain multiple sections and questions, and you can weigh how they factor into the agent's total score.
This topic explains how to add sections and questions, assign weights for scoring, and then activate the evaluation form so that it is available to managers, for example, when they want to evaluate contacts.
Step 1: Assign a title to the form
In this step, you assign a title to the form. Evaluators will see this title in a dropdown menu.
Log in to Amazon Connect with a user account that has permissions to create evaluation forms .
In Amazon Connect, choose Analytics and optimization , Evaluation forms .
On the Evaluation forms page, choose Create new form .
Assign a title for the form, for example, Sales evaluation . Choose Ok .
At the top of the evaluation form page, there are two tabs:
Sections and questions . Add sections, questions, and answers to the form.
Scoring . Enable scoring on the form. You can also apply scoring to sections or questions.
Choose Save at any time while creating your form. This enables you to navigate away from the page and return to the form later.
Continue to the next step to add sections and questions.
Step 2: Add sections and questions
While on the Sections and questions tab, add a title to the section 1, for example, Greeting .
Choose Add question to add a question.
In the Question title box, enter the question that will appear on the evaluation form. For example, Did the agent state their name and say they are here to assist?
In the Instructions to evaluators box, add information to help the evaluators answer the question, such as a link to an internal wiki or other resource.
In the Question type box, choose one of the following options to appear on the form:
Single selection : The evaluator can choose from a list of options, such as Yes , No , or Good , Fair , Poor .
Text field : The evaluator can enter free form text.
Number : The evaluator can enter a number from a range that you specify, such as 1-10.
Continue to the next step to add answers.
Step 3: Add answers
On the Answers tab, add answer options that you want to display to evaluators, such as Yes , No .
To add more answers, choose Add option .
The following image shows example answers for a Single selection question.
The following image shows an answer range for a Number question.
When you're finished adding answers, continue to the next step to enable scoring, and add ranges for scoring Number answers.
Step 4: Assign scores and ranges to answers
Go to the top of the form. Choose the Scoring tab, and then choose Enable scoring .
This enables scoring for the entire form. It also enables you to add ranges for answers to Number question types.
Return to the Sections and questions tab. Now you have the option to assign scores to Single selection , and add ranges for Number question types.
When you create a Number type question, on the Scoring tab, choose Add range to enter a range of values. Indicate the worst to best score for the answer.
The following image shows an example of ranges and scoring for a Number question type.
If the agent interrupted the customer 0 times, they get a score of 10 (best).
If the agent interrupted the customer 1-4 times, they get a score of 5.
If the agent interrupted the customer 5-10 times, they get a score of 1 (worst).
After you assign scores to all the answers, choose Save .
When you're finished assigning scores, continue to the next step to automate the question of certain questions, or continue to preview the evaluation form .
Step 5: Enable automated evaluations
Contact Lens lets you to define agent performance criteria (for example, adherence to required scripts), and then use that criteria to automatically complete evaluation forms. You set up the criteria and logic for each question where you want to allow automated evaluations.
Following are examples of setting up automated evaluations, one for a Single section question and another for a Numeric question.
Example automation for a Single selection question
If the agent mentioned X or Y in the script, score this question as Yes.
The following image shows that when Contact Lens detects the words or phrases in the ScriptCompliance category, the question will automatically be answered Yes .
For information about setting up the criteria, see Automatically categorize contacts based on uttered keywords and phrases .
Example automation for a Numeric question
If the agent interaction duration was less than 30 seconds, score the question as a 10.
On the Automation tab, choose the metric that is used to automatically evaluate the question.
You can use any metadata that is a number. For example, first response time, sentiment score, and non-talk time.
Step 6: Preview the evaluation form
The Preview button is active only after you have assigned scores to answers for all of the questions.
The following image shows the form preview. Use the arrows to collapse sections and make the form easier to preview.
Step 7: Assign weights for final score
When scoring is enabled for the evaluation form, you can assign weights to sections or questions. The weight raises or lowers the impact of a section or question on the final score of the evaluation.
Weight distribution mode
With Weight distribution mode , you choose whether to assign weight by section or question:
Weight by section : You can evenly distribute the weight of each question in the section.
Weight by question : You can lower or raise the weight of specific questions.
When you change a weight of a section or question, the other weights are automatically adjusted so the total is always 100 percent.
For example, in the following image, three of the questions were manually set to 10 percent. The weights that display in italics were adjusted automatically.
Step 8: Activate an evaluation form
Choose Activate to make the form available to evaluators. Evaluators will no longer be able to choose the previous version of the form from the dropdown list.
Previous versions of the form are linked to the completed evaluations based on them. This allows you to view the version of the form that the evaluation is based on.
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An employee evaluation form is an extremely effective tool in helping both employees and supervisors recognize an employee’s areas of strength and weakness. A good evaluation form provides plenty of space for supervisor comments and suggestions and will include an easily understandable rating system. When you create an evaluation form , they can be as simple or complex as you would like. The length of your company’s evaluation form will depend on the type of work performed by employees and the complexity of their tasks.
Create an Evaluation Form: Basics
Include a description of the numerical rating system to be used when you create an evaluation form . For example, you may decide to use the number one for an unsatisfactory rating, a two to indicate that improvement is needed, a three for satisfactory progress, a four for exceeding expectations and a five for superior work.
Create an Evaluation Form: Categories and Sections
Start an evaluation section for a general assessment of the employee’s skills. Include such categories as attendance, team effort, adherence to procedures, communication skills with coworkers and the public, initiative and work ethic. Include a space to write the rating number for each category, and allow several blank lines for comments after each category.
Add a section for skills that may be specific to your industry. If you work in a factory, you will want to include sections that examine such things as the employee’s skill at operating machinery, output and efficiency. If your employees are sales representatives, you will need to include a section rating the ability to meet quotas and bring in new business.
Create a separate section for evaluation of management skills, if applicable. Include spaces for organization, planning, delegation and meeting goals.
Include sections for the evaluation of the employee’s weaknesses and strengths. Follow this section with an overall rating and an area on setting goals for the upcoming year.
Write a paragraph that says that the review has been discussed with the employee and that the employee’s signature indicates only that he has been presented with the review and does not necessarily mean that he agrees with the review. Include several blank lines for the employee to make any comments.
Provide signature lines for the employee and supervisor. Include a space for the date for each line.
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Effective Performance Evaluation Template for Supervisors
Table of contents.
Gaining insight into the effectiveness of your team’s performance is essential for workplace success.
Whether you are a supervisor or manager, it can be difficult to monitor and review employee performance in an effective way. A great tool to facilitate this process is an effective performance evaluation template. One that allows supervisors to accurately assess performance while taking their own experiences and insights into account.
With the right sample performance evaluation form for supervisors , you can gain better insight into employee performance. We show you what to include and avoid in your supervisor evaluation form.
How to Create a Good Sample Performance Evaluation Form for Supervisors
Any good sample performance evaluation form for supervisors must include certain elements. We discuss these elements below.
Define the Goals
The first step in creating good sample performance evaluation forms for supervisors is to define the goals of the form. This could include topics such as identifying strengths and weaknesses, measuring progress against goals, or addressing areas of improvement.
Doing this will help ensure that all relevant information is included in the form and that there is consistency throughout the assessment process. Additionally, it is important to think through any biases that may exist within the organization.
Assess how these might affect the results of the assessments. Taking the time to consider potential sources of bias upfront will save time and energy in the long run.
Carefully Craft Your Questions
Next, it’s important to determine the most appropriate questions to ask on the form. Questions should be specific enough that they can easily identify aspects of performance. But they shouldn’t be so specific that they limit employees’ ability to provide meaningful feedback.
Additionally, it’s important to have a balance between open-ended questions (e.g., “What do you believe was the most successful project completed by your team this quarter?”) and more structured ones (e.g., “On a scale from 1-10, how would you rate the overall morale of your team this quarter?”).
When constructing your questionnaire, it’s also important to take cultural considerations into account. Ask questions that will resonate with different employees in different parts of the world, even if working remotely.
Ensure Anonymity
Furthermore, when designing sample performance evaluation forms for supervisors, it’s essential to keep data collection and privacy issues in mind.
Employee confidentiality must be respected at all times. So it’s crucial to carefully word each question on the form and make sure that responses remain anonymous. It is also important to keep track of who has access to the form.
Sample Performance Evaluation Form for Supervisors
Take a look at these sample performance evaluation forms for supervisors generated with the new Hey INK tool .
Supervisor Evaluation Form
This evaluation is meant to reflect the professional experience of the writer with regard to his/her supervisor. The following questions are designed to assess three things. The first is to know how well the supervisor manages the team. It also assesses how well the supervisor promotes a positive work environment. Finally, we want to know how successfully the supervisor meets the expectations set forth by higher-level managers.
Please respond honestly and thoughtfully, as your answers will be used to evaluate the effectiveness of the individual’s performance.
1. How would you rate your supervisor’s communication skills? Are they concise and effective in conveying tasks and directives?
2. Does your supervisor demonstrate a willingness to provide feedback that encourages growth and development?
3. Does your supervisor foster an inclusive and collaborative work atmosphere for all employees?
4. Is your supervisor flexible in accommodating changes or challenges within the workplace?
5. How does your supervisor handle conflict resolution between staff members?
6. Does your supervisor offer appropriate guidance when tackling complex projects or tasks?
7. How do you perceive your supervisor’s ability to remain organized and prioritize effectively?
8. Is there any area where your supervisor could improve their leadership qualities?
This evaluation form is designed to assess the supervisor’s capabilities and competencies in a variety of areas. The feedback provided herein will provide insight into the individual’s performance, leadership abilities, and overall effectiveness as a supervisor.
I. Leadership Ability: Does the supervisor demonstrate effective organizational skills?
Can they motivate employees to perform at their best?
Are they adept at problem-solving and making sound decisions?
How well do they delegate responsibilities and tasks among team members?
II. Work Ethic:
Is the supervisor reliable and dependable?
Do they demonstrate commitment and passion for their work? Are they punctual, organized, and efficient?
Are they receptive to constructive criticism and new ideas?
III. Interpersonal Skills: How well does the supervisor interact with other staff members, managers, clients, and customers?
Do they foster collaboration or create an environment of mistrust and animosity?
Can they handle conflicts in a professional manner?
IV. Team Building/Mentoring: Is the supervisor capable of building strong relationships within the organization?
Are they able to mentor and coach employees to reach their full potential?
Do they inspire trust, respect, loyalty, and support from the team?
V. Communication Style: Is the supervisor an effective listener?
Are their verbal and written communication clear, concise, and accurate?
Are they comfortable speaking publicly or conducting meetings with multiple parties involved?
VI. Adaptability: Is the supervisor willing to embrace change when necessary? Do they welcome new challenges and stay open-minded to fresh perspectives?
VII. Technical Skills: Is the supervisor up-to-date on industry standards, practices, technologies, systems, etc.?
Can they use computers proficiently and understand technical documentation?
VIII. Overall Performance: Taking all the above factors into consideration, how would you rate this supervisor’s overall performance? Please provide details of your rating (e.g., excellent in some areas but lacking in others).
Final Thoughts
Employers must have a concrete way of evaluating performance , and for such a mechanism, a performance evaluation form is required. However, this is not always easy to do. With a sample performance evaluation form available, the process will not just be easier, but the results will be more meaningful. Next time you’re trying to create a performance evaluation form, be sure to read our tips on how to make it effective.
Abir Ghenaiet
Abir is a data analyst and researcher. Among her interests are artificial intelligence, machine learning, and natural language processing. As a humanitarian and educator, she actively supports women in tech and promotes diversity.
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How to Create Evaluation Form in Seconds
Quick but professional guide on how to create evaluation form in seconds.
Brief Introduction of Evaluation Form
An evaluation form is a document which supervisors used to measure a subject’s merit, worth and significance with a criteria governed by a set of standards. It is able to assist a teacher, organization, project, program or any others to access performance, proposal or any alternatives, to help them make a decision. The primary purpose of evaluation form is to enable reflection and assist in the identification of future change except for gaining insight into prior or existing initiatives.
How to Create Evaluation Form
Edraw is a powerful multi-platform evaluation form software which can work on Window, Max OS X and Linux. Abundant evaluation form templates and symbols it provided enable users to create a professional evaluation form with just a few clicks. Following is a detailed guideline.
Step 1. Open a blank drawing page
Click New on File menu, then choose form and double click report form icon under template to start a new drawing page.
Step 2. Insert a Form
Go to Insert menu and click Table to insert a table or just drag a table from the left Form library then drop on the drawing page.
Step 3. Edit content and customize the table
1. Double click a cell to edit text. 2. Move the borders to adjust table width and height. 3. Drag mouse to select one cell or multiple cells, then click Fill button to fill colors. 4. Change fonts under Font toolbar.
Step 4. Complete necessary information
Drag and drop a header, company logo, address, and contact information from left library and edit it. Logo can be replaced according to your own needs.
Step 5. Layout the quote form.
Navigate to Page Layout and click Fit to Drawing to lay out your evaluation form. Below is the completed evaluation form.
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1 - Allow people to rate on a scale A rating scale is very useful. Not only is it easier to assess answers, but also having some point of reference will allow people to give answers that are somehow precise. For example, you can ask how effective your instructions were in a training evaluation form. 2 - Have a clear goal before you create your form
6 Steps to Create an Online Evaluation Form 1. Sign up for a free account Go to Formsite and click on the Sign Up Free or Free Trial button. This enrolls you in the free 14-day trial of our Pro 1 service. This allows you to create, edit, customize, embed, and share forms.
For additional insights on how to create a superb document, our comprehensive training evaluation form sample below would be a perfect kick start. ProsperForms — receive reports from your team members on autopilot. 100+ forms available: reports, logbooks, requests, etc. or build your own.
Downloadable Employee Evaluation Form Template To edit the customizable template, which auto-calculates employees' overall ratings, go to File > Open > Upload > in Excel or Google Sheets and select the correct file from your device. Related: 6 Steps To Follow When Evaluating Employees Employee evaluation forms: FAQs
Address development: One of the main goals of an employee performance evaluation form is to inspire personal and professional development. Allow space for identifying and establishing training goals. Provide detailed feedback: Make sure employees understand what they need to do to develop and improve.
There are two secrets to writing a strong evaluation essay. The first is to aim for objective analysis before forming an opinion. The second is to use an evaluation criteria. Aim to Appear Objective before giving an Evaluation Argument Your evaluation will eventually need an argument.
A performance evaluation template can help you prepare for the evaluation process by giving you a standardized format to follow. Though you should tailor this template to your team's goals, make sure your team members see the template in advance so they know what the conversation will be about.
(Check out this list for some content-specific examples of evaluation questions or this list for how questions change based on your evaluation framework or approach.) Edit, edit, edit, then step back. Language matters when writing good evaluation questions. Changing just one word can mean the difference between clarity and ambiguity.
This form of evaluation uses a scorecard rating system. You can decide for different rating systems (in our example, the ratings range from 1 to 5, 5 being the highest and 1 the lowest), it's only important to keep it clear and simple. It's always a good idea to add descriptions to the scale so that it's completely clear what each of the ...
Self evaluations can be done quarterly, semi-annually or annually, and range from open-ended questions discussed to ratings given on a numeric scale. Workplace employee self evaluations can be traced back to management theorist Douglas McGregor, author of the groundbreaking 1960 book The Human Side of Enterprise.
Use the following steps when writing performance reviews: 1. Gather employee information. Gather the necessary information about the employee to get the full picture of their value to the company. This may include previous reviews, one-on-one meeting notes, raises and promotions, potential issues, and accomplishments.
To begin writing an evaluation you will need to: Begin by selecting a form to use. ( Depending on the purpose of the form you could use a Sample Self Evaluation Form as necessary) Indicate instructions on how to evaluate an employee. Design questions that would target the person's performance such as: Percentage of work done daily. Employee Outputs
Step 1: Gather employee data from the records department. Step 2: After you have the employee's file conduct a face-to-face interview to obtain more information on the employee's performance and record work and non-work-related aspects of the worker's productivity. Step 3: Identify and list relevant metrics.
Create a new form. Go to your WordPress dashboard and, as we mentioned before, find Kali Forms and then press Add New. You'll find a bunch of templates, but you have to choose the blank one and start from scratch. Start creating a form with Kali Forms. You'll find yourself in front of the form builder.
A good or great evaluation should do the following: inspire the person receiving it to new heights. give the recipient specific information that can be used constructively. encourage the person to seek additional input and evaluation. maintain the person's respect and build your relationship based on trust.
In Amazon Connect, choose Analytics and optimization , Evaluation forms. On the Evaluation forms page, choose Create new form. Assign a title for the form, for example, Sales evaluation. Choose Ok. At the top of the evaluation form page, there are two tabs: Sections and questions. Add sections, questions, and answers to the form.
Create an Evaluation Form: Categories and Sections Start an evaluation section for a general assessment of the employee's skills. Include such categories as attendance, team effort, adherence to procedures, communication skills with coworkers and the public, initiative and work ethic.
How to Create a Good Sample Performance Evaluation Form for Supervisors. Any good sample performance evaluation form for supervisors must include certain elements. We discuss these elements below. Define the Goals. The first step in creating good sample performance evaluation forms for supervisors is to define the goals of the form.
4 - Always meets their normally expected tasks, and sometimes goes above and beyond. Shows a lot of initiative, and has a good relationship with others. 3 - Does their work as expected, but ...
Abundant evaluation form templates and symbols it provided enable users to create a professional evaluation form with just a few clicks. Following is a detailed guideline. Step 1. Open a blank drawing page. Click New on File menu, then choose form and double click report form icon under template to start a new drawing page. Step 2. Insert a Form.