Employees are very essential to any company, no matter if it is a small business or a giant conglomerate they are working for. They make the company’s operations more efficient, services more effective, and contribute to its growth and development for a long time. However, when their work performance is not up to par with the company standards, it will affect the company greatly and might jeopardize the employee’s personal goal of going up the ranks or getting a pay raise. Thus, it has become a part of any company’s business policy to impose a routine assessment and evaluation of employee performance.
Employees are very essential to any company, no matter if it is a small business or a giant conglomerate they are working for. They make the company’s operations more efficient, services more effective, and contribute to its growth and development for a long time. However, when their work performance is not up to par with the company standards, it will affect the company greatly and might jeopardize the employee’s personal goal of going up the ranks or getting a pay raise. Thus, it has become a part of any company’s business policy to impose a routine assessment and evaluation of employee performance.
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What Is Employment Evaluation?
An employment evaluation is a process of reviewing or appraising an employee’s work performance during a period of time after being hired. This is done by companies to make sure that the workers are able to deliver their promise of performing well on the job as per mutual agreement and that they are not slacking off. The process would also help greatly in terms of strengthening the relationship between employer and employee, as well as assessing the strong and weak points of the latter.
How to Create an Employment Evaluation Form?
If you are interested in creating an evaluation document for your employees, then you have come to the right place. In this article, we will guide you through the process of making your own employment evaluation form that you can use for a long time. Below are some suggestions that you can follow so you can start your task.
1. Provide Employee and Appraiser Information
When making your appraisal form, the first thing you would need to provide is information about the employee and your own as the appraiser or interviewer. This personal information includes the full name of both parties, job designations, department, home address, contact information, and employee ID card number (this is a must for some when it comes to recordkeeping). If possible, you can also include the employment date of the worker being evaluated.
2. Specify the Areas For Review
The next one you are going to write about is the list of skills or work areas that are under review. Called evaluation points, it may include things such as the employee’s skills in time management, project management, communication, leadership, teamwork, productivity, initiative, reliability, work quality, attitude, and job knowledge. However, these are only examples and what skills or areas you want to include for the assessment will solely depend on what the company needs.
3. Include the Rating System
When you are rating or grading employees according to their work performance, they would also need to understand how it goes. They will never know what 1 or 5.5 means if you do not include the rating system used in the evaluation form. If you want to save space in a single piece of paper, you can literally make a simple legend on the side or below the questions or tables.
4. Always Leave a Review Note
When the company decided to make an evaluation of their employees, they expect to get concise results so that they can create a countermeasure or solution. All the same, your employees would also like to know their weaknesses and what they need to improve on. This is where the employer-employee relationships are strengthened, as both parties have become aware of where they are lacking and what they could do to alleviate the problems. Remember to leave constructive feedback and refrain from humiliating or making mocking comments on the employee form unless you want to be subjected to a lawsuit.
Is it alright to perform an evaluation without the knowledge of employees?
At some point, it is allowed to perform an undisclosed evaluation on an employee’s performance and quality of work as long as there is a valid and legal reason to do so. However, if the purpose of such evaluation is to make a biased and unjustified claim against the employee, the act alone is subject to disciplinary actions and may be brought to court for discrimination.
What are the elements of an employment evaluation form?
The elements of an employee evaluation form are composed of employee information, reviewer information, rating or grading points, areas of performance, side notes or comments, and signatures.
How many months after hiring should an employee be evaluated?
Depending on the company’s operation policy, they usually conduct their evaluation 3-6 months after the employee got onboard. For those whose employment status is contractual or task-based, they are usually evaluated depending on the days or months after working on the job.
Employment evaluation should always be a part of any company’s priority as it helps the management to assess the progress of their employees on the job. Plus, whatever problems that may jeopardize the operations arising from the performance of the worker can be solved when both parties are willing to work on it together. Get your own employment evaluation form today by checking out our available templates in the article.
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