If you are assigned into a managerial or supervisory role, you may need to to write a probationary evaluation for your employees with regards to their work performance. An evaluation is essential following a specific employee’s probationary period or annual review. It is always essential to provide an insightful feedback in the evaluation about the employee’s performance to ensure that the members of the team are motivated and have continually developed their valuable skills. Having a performance evaluation could mean writing a review about one’s contribution to the job. It includes work productivity, skills and competencies, ability to meet the deadlines, and the willingness to work. Companies, may it be big or small, conduct employee evaluation as part of the process. In some cases, it is usually the manager who would provide an evaluation. Evaluations often serve as the basis whether an employee is subject for regularization, promotion, or salary increase.
10+ Probationary Evaluation Samples
1. Probationary Evaluation Report
During a probationary period, the supervisor will complete two evaluations which will be based on the performance of an employee. The probationary evaluations will assess employee’s progress while they are still learning the job. In the first week of an employment, the supervisor is responsible for conducting a performance planning method in order to review the job description. It is to determine what could be the duties that should be prioritized, learned, and the specific goals that has to be accomplished during the whole duration of the probationary period.
2. Probationary Employee Performance Evaluation
3. Probationary Period Evaluation
The probationary evaluation are usually developmental and can help the supervisors determine the strengths and weaknesses of every employee including the areas that needs more training. In the evaluation, a rating of “3” means satisfactory in contrast in a regular performance appraisal evaluation. It means that the progress has been made in trying to learn the job in a satisfactory manner. Both high and low ratings means that the new employee is progressing either faster or slower that what is being expected of him or her. The score of “3” is still a requirement for an employee to be recommended to continue with his or her employment in a particular company or organization.
4. 90 Day Probationary Evaluation
5. Probationary Assessment Evaluation
6. Probationary Employee Evaluation
It is in the decision of the supervisor if he or she would like to recommend an extension of the probationary period. It should be based on a documented evidence wherein it can present that the normal probationary period provided not enough time for the job suitability to be identified. If work has been declared unsatisfactory, those employees that are still in the probationary period may have the chance to be dismissed any time during the period. In that case, the supervisor must contact the human resource manager or staff to assist him or her for the approval of the extension of employee’s probationary period.
7. Staff Probationary Performance Evaluation
8. Supervisor Probationary Evaluation
9. Classified Probationary Evaluation
10. Probationary Career Evaluation
11. Probationary Below Standard Evaluation
How to Write an Employee Evaluation?
- Take time to review the employee’s job description – consider and monitor how your team manage to perform their job responsibilities just to meet the requirements of the position. Take note of what they do and in what area could they possibly need to be improved.
- Highlight areas of improvement – consider the ways on how your members manage to make progress throughout the year. Highlight the areas where they have improved, training and sessions completed, and the details of the evaluation.
- Compare strengths and weaknesses – you may the SWOT analysis to guide you with the employee evaluation notes.
- Recommend goals – you may want to consider the job descriptions, performances, and the strategic plans in order to make up with the objectives. Recommend goals that will help benefit the employees and the organization as a whole. You may also consider establishing SMART goals.
- Provide feedback – choose to provide more positive feedbacks in the reviews. You may also try to recommend a specific tactic that could be useful to the employees.
- Welcome employee input – give them the opportunity to respond to the reviews, evaluation, and the goals. The more you try to engage them, the more that they will feel that they are valued and are investing on the right thing to make a better progress towards the company objectives.
Can you get fired at a performance review?
Your employer has the ability to fire you any time they want to. However, if your manager has a problem regarding your performance, they would usually tell it directly to the HR staff to discuss it with you.
How do you end a performance evaluation?
You can end it by using a positive note.
If you want to look for samples and format, try to check out some probationary evaluation samples and templates in the article to be guided.
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