An Employee Evaluation is a tool for supervisors to review a worker’s performance over time. By using a standard form to evaluate each employee, managers can set fair and clear expectations in the workplace. 

This document uses a points or text-based system to judge whether an employee:

• Meets expectations
• Exceeds expectations
• Requires development

You can customise LawDepot’s Employee Evaluation template to address the relevant aspects of a job position (e.g., communication skills, job motivation, or leadership qualities). 

Next, evaluate the employee in each area of work to generate an overall performance review. Then, download the form as a PDF or print out a copy for a manager to review with the employee.

An Employee Evaluation is also known as a/an:

• Performance appraisal
• Performance review
• Performance evaluation
• Employee review

Evaluating employees on a regular basis is crucial for maintaining a high-functioning workforce. Plus, keeping documentation of an employee’s performance over time helps employers:

• Make long-term assessments about an employee
• Fairly compensate workers for their performance
• Support workers’ career development

An Employee Evaluation also provides a framework for giving and receiving constructive feedback. After going through the assessment with the employee, employers can take action on any areas that need improvement—whether that be adjusting the employee’s workload or the manager’s approach to project management.

Use LawDepot Employee Evaluation template to create a document that suits your purposes. Our questionnaire will guide you through five simple steps to measure and manage an employee’s performance.

1. Choose an evaluation method

Our template allows you to give a review with or without numerical ratings.

If you choose numerical ratings, you’ll rate the employee on a scale. Depending on how much weight you give to an area of evaluation, this scale may be out of five or 10. 

For text evaluations, you'll state how well the employee meets expectations when it comes to areas of evaluation.

(In either case, feel free to comment on these areas with examples of any accomplishments or opportunities.)

2. Provide employee and evaluator details

State the employee’s name and job position. If you’d like, you can also summarize their duties and responsibilities. You should provide the employer’s name as well.

Next, put the employee’s start date, the evaluation date, and the total time spent in their current position.

Finally, provide the names of the person or people leading the evaluation.

3. Outline areas for evaluation

Consider which aspects of the job position you want to evaluate. 

Our template allows you to choose from several common job responsibilities:

• Communication
• Personal skills/motivation
• Interpersonal skills
• Technical skills/knowledge
• Sales
• Impact
• Decision making
• Extra-organisational awareness
• Career development
• Management

We’ll give you examples of the skills and abilities that may fall under each area of evaluation. If there’s an aspect of a job not listed, you can add it using the “Other” option.

4. Assess the employee’s performance

Reflect on the employee’s time in their role. How have they met your expectations? Describe their successes or opportunities for improvement by rating their performance in each area of evaluation. Give them a score and write any extra comments as needed.

Our template also gives you the option to include an improvement plan. In this case, you can add steps to develop the employee’s skills so they meet expectations (e.g., register the employee in online training courses).

Either way, the template generates phrases to address any deficiencies in the employee’s appraisal. 

5. Review the document with your employee

If you’d like, you can include the date you’ll review this document with your employee. You can also ask that the employer and evaluator sign the form to show their acknowledgement.

Reviewing the Employee Evaluation is a great way to start a discussion about the employee’s work ethics, future goals, and feelings about the company.