Performance Appraisal Form (including supervisory skills)
Instructions

Rate the employee's performance during the review period by checking the most appropriate numerical value in each section. To determine the overall performance rating, add the numerical values together and divide by eight (or 11 if the supervisor section was completed).

Prior to the performance discussion with the employee, a detailed plan to address areas rated "needs improvement" or "unacceptable" must be submitted to the department head and human resources for review.

Rating scale:

 5   Excellent (consistently exceeds standards)

 4   Outstanding (frequently exceeds standards)

 3   Satisfactory (generally meets standards)

 2   Needs improvement (frequently fails to meet standards)

 1   Unacceptable (fails to meet standards)

In case of any questions with regards to this form or technical issues please contact hr@vistatrans.com department or our help desk  help@vistatrans.com 
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Email *
Employee’s name *
Please indicate the Employee's Name.
Job title *
Department *
Reviewer name *
Review Period *
Please indicate Review Period: from MM/DD/YY to MM/DD/YY
Performance Appraisal
Employee evaluations are crucial for helping employees improve and grow as professionals, learn how to better serve our organization, and feel motivated to reach personal and company-wide goals.
Manage self *
Key performance areas for self contributor
5
4
3
2
1
Job Knowledge: knowledge of techniques, skills, equipment, procedures, and materials.
Quality of work: freedom from errors and mistakes. Accuracy, quality of work in general.
Quantity of work: productivity of the employee.
Reliability: the extent to which the employee can be depended upon to be available for work, to complete work properly, and complete work on time. The degree to which the employee is reliable, trustworthy, and persistent.
Initiative and creativity: the ability to plan work and to proceed with a task without being told every detail and the ability to make constructive suggestions.
Judgment: the extent to which the employee makes decisions that are sound. The ability to base decisions on fact rather than emotion.
Cooperation: willingness to work harmoniously with others in getting a job done. Readiness to respond positively to instructions and procedures.
Consistency: ability to deliver results constantly, conforming to scheduled plans and deadlines.
Comments
Each evaluation below 3 and above should be supported by detailed examples in the comments field.
Complete this section for employees with supervisory responsibilities:
Manage others
5
4
3
2
1
Planning and organizing: the ability to analyze work, set goals, develop plans of action, utilize time. Consider amount of supervision required and extent to which you can trust employee to carry out assignments conscientiously.
Directing and controlling: the ability to create a motivating climate, achieve teamwork, train and develop, measure work in progress, take corrective action.
Decision-making: the ability to make decisions and the quality and timeliness of those decisions.
Comments for Manage others section
Each evaluation below 3 and above should be supported by detailed examples in the comments field.
Noteworthy accomplishments during this review period: *
Areas requiring improvement in job performance: *
Actions taken to improve performance from the previous review: *
Employee's career expectation:
Professional development goals: *
Overall performance rating: *
Employee comments: *
Please enter any employee's comments you have received during the conversation.
Discussion date: *
MM
/
DD
/
YYYY
SIGN OF
Please make sure that all changes mentioned it this form has been discussed with and accepted by your subordinate, and shared with your immediate supervisor and Director HR Org. Development, Respective VP, and Board for all Managerial and above positions.
Confirmation *
Hereby I confirm that this discussion has been conducted as per process, all information entered in this form has been discussed and shared with appraised employee.
Required
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