EMPLOYEE PERFORMANCE APPRAISAL FORM

INSTRUCTIONS
Preparation
Two weeks prior to the Performance Appraisal taking place the reviewing Manager/Supervisor should:
Set a convenient time & organise a private place to conduct the Performance Development
Appraisal
Advise the Employee that it is time for their review and inform them of the time & place the
Performance Appraisal will be conducted
Complete Part 1 of the Performance Appraisal Key Performance criteria as per the job description
At the time of confirming the date of the appraisal, provide a blank copy of the Performance
Appraisal Form to the Employee to prepare for the meeting.
Advise the Employee that they should complete Part 2 of the Performance Appraisal Form prior to
the Appraisal rating their performance as per the scale provided.
During
The Performance Appraisal Form should be fully completed during the meeting with comments and
signatures from both the Appraiser and the Employee/Appraisee.
Post
Original Performance Appraisal Form is to be given to Employee/Appraisee. A copy is to be forwarded to
Human Resources to be retained on the Employees Personnel File.

Performance Appraisal Form

Page 1

PERFORMANCE APPRAISAL

Employee/Appraisee Name:

Time in Position:

Position:

Assessment of Performance Details:

Reason for Review

Performance

Other (state reason):

Appraisers Name

Appraisers Position

End of Probation
(New employee/ Position)

Employees Time Under Appraiser

yrs

Last Review Date

Period Under Review

______________________

From:

mths

________________________

To:
Has performance improved since last review?

Yes

Unchanged

No

Not Applicable

Record any changes to employees qualifications and training courses undertaken during the review
period:

Performance Appraisal Form

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ASSESSMENT OF PERFORMANCE
Part 1 - Key Responsibilities during Review Period
Record Key responsibilities undertaken by employee during the review period

Dates
From

To

Key Responsibilities
(refer to job description)

Part 2a Job Related Interpersonal Skills 6 point scale

Appraiser is required to rate the employees performance for each skill on a 6-point scale to ensure uniformity. The
following definition of the achievement level rating is given:

Not Applicable

To the employees job

Too Early

To evaluate employee performance

Unsatisfactory

Performance meets minimum acceptable standards in most instances but is

unsatisfactory in some cases. Improvement is necessary. Detailed direction and
frequent progress checks are usually required. The employee is normally in a
learning phase or of questionable ability to meet job requirements.

Improvement Required

Good

Very Good

Performance of most duties is adequate; Employee meets most standards in an

acceptable manner. Some improvement may be necessary. Frequently may not
complete specific tasks to required standard. May hesitate to undertake work
outside their defined area of responsibility. Understands most duties and overall
objectives of the job. The Employee is beyond the learning phase and is making
some measurable contributions within limited areas.
Performs all duties and responsibilities in a comprehensive manner. Little need
for improvement to be considered fully adequate for the job. Infrequently may
not complete specific tasks to required standard. Generally works
independently. Requires infrequent progress reviews. Handles assignments in a
professional manner and seeks out work in a related area. Makes contributions
to the overall effectiveness of the business.
Performs all duties and responsibilities in a thorough and comprehensive
manner. Some duties are carried out in a superior manner. Efficiently uses time,
staff and funds in carrying out specific tasks. Considered highly knowledgeable
by superiors, peers and subordinates. Sought out for advice and assistance,
consistently makes significant contributions to the overall effectiveness of the
workplace.

Superior

Performance Appraisal Form

All duties and responsibilities are conducted in a thoughtful and judicious

manner with little or no need for direction, resulting in outstanding
contributions on a continuing basis. Typically accurate, timely, decisive and
comprehensive in carrying out assignments and/or making recommendations.
Recognised as an expert in their area of responsibility and frequently sought out
for advice, counsel and direction. Actively seeks to expand scope of activity and
assumes additional responsibility.

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Employee

Part 2b - Job Related Interpersonal Skills - Observation

Rating
Employer

Achievement of Key Responsibilities (Refer to Part 1)

COMMENTS:

Job Knowledge
Understands systems, costs, procedures and productivity requirements.
COMMENTS:

Communication
Displays adequate communication skills when conversing with customers, management and
co-staff.
COMMENTS:

Cooperation
Does the required duties with minimum supervision, follows work rules and procedures and is
willing to help others when required.
COMMENTS:

Sensitivity
Displays actions that indicate a consideration for feelings and needs of others.
COMMENTS:

Attention to detail
Handles both the small and large aspects of a task. Does not forget task items that need to be
done and can be depended upon to have everything accomplished, relative to an assigned task.
COMMENTS:

Persistence
When obstacles are encountered, stays with the task or plan until desired results are either
achieved or are no longer reasonably attainable.
COMMENTS:

Adaptability
Maintains effectiveness during work-related changes and is willing to assume new
responsibilities.
COMMENTS:

Performance Appraisal Form

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Problem Solving
Uses disciplined approach when dealing with the problems arising from the positions duties.
COMMENTS:

Quantity of Work
Performs required tasks with minimum supervision, follows rules and procedures and is willing
to do more than the position calls for.
COMMENTS:

Self-organisation
Minimises areas of personal time wastage, plans and organises self, maintains an awareness of
the relationship between activities.
COMMENTS:

Tolerance for Stress

Displays a consistent performance when under pressure &/or opposition.
COMMENTS:

Part 3 Areas for Improvement, Development and Training

Identify the area(s) where training is required / recommended

Action Plan how can this be achieved

Performance Appraisal Form

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Identify mutually agreeable goals for the next review period

General remarks, including potential for advancement

Part 4 Employees Comments/Report

Part 5 Employer/Managers Comments or Report

I have reviewed the Performance Appraisal and agree to its content and actions:

Employees Name

Employee Signature

Date

Manager/Employer Name

Manager/Employer Signature

Date

Next Review Due:

Performance Appraisal Form

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