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performance evaluation appraisal form

I. Preparation Phase

Review job descriptions and performance expectations.

Gather relevant performance data and metrics.

Collect feedback from peers and supervisors.

Set a timeline for the evaluation process.

Notify employees of the upcoming performance appraisal.

II. Self-Assessment

Distribute self-assessment forms to employees.

Encourage employees to reflect on their achievements and challenges.

Request specific examples of contributions to projects.

Ask for areas of improvement and professional development goals.

III. Manager Assessment

Complete manager evaluation forms based on performance criteria.

Use quantitative metrics where applicable (e.g., project delivery times, budget adherence).

Provide qualitative feedback, highlighting strengths and areas for growth.

Rate performance on a standardized scale (e.g., 1-5 or 1-10).

Ensure consistency across evaluations for fairness.

IV. Feedback and Discussion

Schedule one-on-one meetings to discuss performance evaluations.

Present findings from self-assessments and manager evaluations.

Encourage open dialogue about performance ratings and feedback.

Discuss career development and training opportunities.

V. Documentation

Compile all assessment forms and feedback documents.

Ensure that all evaluations are signed and dated by both employee and manager.

Maintain confidentiality of performance evaluations.

Store completed appraisals in a secure location.

VI. Follow-Up Actions

Create a development plan based on evaluation outcomes.

Set specific, measurable goals for the next review period.

Schedule regular check-ins to monitor progress.

Provide resources for professional development (e.g., training programs, mentorship).

VII. Continuous Improvement

Gather feedback on the appraisal process from employees and managers.

Review the effectiveness and relevance of performance criteria.

Make necessary adjustments to the appraisal form and process.

Promote a culture of continuous feedback and improvement within the organization.

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