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 Employee’s 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):
Appraiser’s Name

Appraiser’s 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 employee’s qualifications and training courses undertaken during the review
period:
Performance Appraisal Form
Page 2
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 employee’s performance for each skill on a 6-point scale to ensure uniformity. The
following definition of the achievement level rating is given:
0
Not Applicable
To the employee’s job
1
Too Early
To evaluate employee performance
2
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.
3
Improvement Required
4
Good
5
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.
6
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.
Page 3
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
Page 4
Problem Solving
Uses disciplined approach when dealing with the problems arising from the position’s 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
Page 5
Identify mutually agreeable goals for the next review period
General remarks, including potential for advancement
Part 4 – Employee’s Comments/Report
Part 5 – Employer/Managers Comments or Report
I have reviewed the Performance Appraisal and agree to its content and actions:
Employee’s Name
Employee Signature
Date
Manager/Employer Name
Manager/Employer Signature
Date
Next Review Due:
Performance Appraisal Form
Page 6