Anatomy of an Evaluation
The top of Page 1 has space for you to type in the employee’s name, department, job title, hire date, and length of time spent in the position. There is also a drop-down box so that you can identify the reason for the evaluation—routine, probationary, interim, or transitional.
Part I of the form contains areas in which you identify your employee’s top five areas of responsibility. You can then utilize drop-down boxes to rank them from 1 (Far Below Standards) to 4 (Exceeds Standards). After the five fill-in areas, you will find five categories of general characteristics, such as level of initiative, interpersonal skills, teamwork, and others. The same drop-down boxes allow you to score those qualities as well.
Part II of the form lets you identify whether the person’s job duties have changed since his job description was last reviewed and, if so, how it should be updated. This section also contains an area for you to compare the employee’s total accrued sick leave hours against the number he has actually taken in the past year.
Part III steers your employee toward improvement. First you can indicate whether he met most, some, or none of his responsibilities in his last evaluation, and you can discuss with him why this evaluation is better or worse. This is a real conduit for communication about hopes and expectations that rarely takes place on the job. You can also identify specific goals for your employee to meet as he moves forward.