How to Write an Employee Appraisal & Review
- 1). Write a list of the key areas of the employee's responsibilities. Prioritize the responsibilities by putting the most important and time consuming tasks at the top of the list and less important functions at the end of the list. If you have employees with special skills necessary to perform the job, put functions relating to these skills close to the top of your list. Do not just list individual tasks but also include some intangibles, such as team work and customer service. Complete the list with a category that covers attendance and tardiness.
- 2). Devise a scoring system. Many companies employ a system that rates an employee's performance as exceptional, good, average, below average or poor. Use the same scoring system for all employees and all categories of job performance. On a computer, type up a document with all of the categories of job performance and the scoring system clearly laid out. Leave room under each category to add an actual score and a brief description that justifies the score.
- 3). Give all of your employees a copy of the performance review form and ask them to complete a self assessment. Give employees at least 24 hours to perform this task. Collect the employee self-assessments and review them.
- 4). Print out performance data for your employees relating to the time period you are reviewing, whether it's the past year, quarter or month. Find copies of previous reviews but do not include data from past review cycles in the new report. Using performance data as the basis of your scoring, complete a report for each employee. Do not allow personal feelings to influence your reviews. If you have an employee that you personally dislike because the employee causes interpersonal issues with other members of staff, mention it in the section covering teamwork. Do not let dislike for you or vice versa affect the scores employees receive for other areas of the job. If you have employees whom you like but who are performing poorly, give them scores that reflect their performance rather than your feelings for them.
- 5). Copy all your performance reviews and the employee self-assessments. Send a copy of each to your immediate manager and the Human Resources department. Ask your manager or an HR representative to review your reports for accuracy and consistency before conducting reviews. You can now conduct one-on-one reviews.
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