PERFORMANCE EVALUATION FORM

PERFORMANCE EVALUATION FORM

xxxxx Pvt. Ltd

XXXXX Pvt. Ltd

Address
E-mail: info@info.com

Owner(s) Reviewed by Approved by Effective Date

HRM QM QM 01 Apr 2014

Doc ID Prepared by Classification

HRM Internal

This document is the property of and proprietary to HR Governance Solutions India Pvt. Ltd. Contents of this
document should not be disclosed to any unauthorized person. This document may not, in whole or in part, be
reduced, reproduced, stored in a retrieval system, translated, or transmitted in any form or by any means,
electronic or mechanical

Revision History

Ver No. Change Description Prepared By Reviewed By Approved By Date

0.1 Initial Draft HRM QM 30 Jan 2014
1.0 Baselined HRM QM QM 01 Apr 2014

2014 © All Rights Reserved Page 1 of 6

PERFORMANCE EVALUATION FORM

Performance Evaluation 2014 -2015

Signatures Dates
Employee:

2014 © All Rights Reserved Page 2 of 6

PERFORMANCE EVALUATION FORM

Evaluating Manager:

Reviewing Manager: (Next Level)

Review Period: Employee Job Title: Department:

From

Note to the Manager:

This evaluation is to let your team member know how s/he has performed in your judgment, which may include input from
others with whom the team member has worked (e.g., customers, peers, other managers). You should discuss, assess, and
summarize your feedback on the performance of the employee based upon his/her objectives, position responsibilities and
performance factors.
You should clarify expectations regarding his/her performance, set objectives and identify actions which s/he can
take to maintain and/or increase his/her effectiveness.
Please use the first part of this form, pages 1 and 2,to complete a self-appraisal by the person being reviewed.
Managers must note down comments against each of these points. Manager must then complete the later sections (pages 3
and 4) for discussion with the team member.
This first section is to be used for self-evaluation and feedback by the manager.
What were your goals and objectives for this review period?

Manager’s Comments:

How would you describe your overall performance?

Manager’s Comments:

Are there additional areas of contribution on which you believe you should be evaluated?

Manager’s Comments:

What do you see as your major strengths?

Manager’s Comments:

2014 © All Rights Reserved Page 3 of 6

PERFORMANCE EVALUATION FORM

Give an example of some activity/achievement in your work that utilized your strengths to the
maximum.

Manager’s Comments:

What percentage of the time at work do you get to work at your maximum potential?

Manager’s Comments:

What areas for enhancement and improvement do you recognize?

Manager’s Comments:

What makes up your Development Plan? What steps do you see as being necessary for optimizing your
performance?
a. in your present job;

b. to increase your potential for advancement

c. to move in the direction of a career change

Manager’s Comments:

What goals, objectives and key tasks do you foresee for the next evaluation period?

Manager’s Comments:

2014 © All Rights Reserved Page 4 of 6

PERFORMANCE EVALUATION FORM

Following sections to be completed by the manager first, after completion of self-evaluation

by the team member.
Performance Ratings:
(O) OUTSTANDING:
Your performance is consistently outstanding and you add unique value to the organization. You demonstrate excellence
and exceptional ability. Aggressively seeks to expand scope of activity and assumes additional responsibility.
(E) EXCEPTIONAL:
Youare performing in excess of the normal requirements. You continually produce results which are better than required
even on the most difficult and complex jobs. Considered highly knowledgeable by superiors, peers and subordinates. Is
sought out for advice and assistance.
(M) MEETS EXPECTATIONS:
You consistently meet the requirements of your position and are doing a fully competent job. Your performance is what is
expected of a well-qualified and experienced person in your position.
(N) NEEDS IMPROVEMENT:
Your performance does not fully meet all the requirements of your job. There are areas for improvement. May be new to
the role.
II. Performance Factors - If OUTSTANDING, EXCEPTIONAL or NEEDS IMPROVEMENT please explain why below*

A. Technical Competence/Job Knowledge/Quality/Judgment (Individual

Contribution)
[ ] OUTSTANDING
Demonstrates the skills needed to perform the job. Understands the work
environment, job requirements, and customer needs. Completes assignments with [ ] EXCEPTIONAL
minimum direction. [ ] MEETS EXPECTATIONS
Displays a commitment to quality. Demonstrates ability to make well-reasoned and
timely decisions that favorable affect business outcome. [ ] NEEDS IMPROVEMENT

B. Key Constituent Satisfaction, including external (prospects, customers, vendors)

[ ] OUTSTANDING
and internal (subordinates, peer group and management) (Individual Contributors
& Management) [ ] EXCEPTIONAL
Based on data gathered from key internal customers, demonstrates the ability to [ ] MEETS EXPECTATIONS
work well across levels and functional groups.
[ ] NEEDS IMPROVEMENT

C. Productivity/Innovation/Best Practices (Individual Contributor & Management)

Plans, organizes and prioritizes activities well and uses resources efficiently and
effectively. Brings to Hanna Global Solutions new ideas for expanding business [ ] OUTSTANDING
opportunities, enhancing product offerings or improving overall operations. Looks [ ] EXCEPTIONAL
for and drives the adoption of new, more effective and efficient ways of organizing,
managing and executing work. [ ] MEETS EXPECTATIONS
[ ] NEEDS IMPROVEMENT
D. Management/Leadership Abilities (Individual Contributor & Management)
[ ] OUTSTANDING
Demonstrates ability to influence others, and/or lead and manage others, both
those within and across direct lines of authority. Ability to develop teamwork [ ] EXCEPTIONAL
provides clear direction/vision, mobilize resources within a group and drive action to [ ] MEETS EXPECTATIONS
achieve goals.
[ ] NEEDS IMPROVEMENT

2014 © All Rights Reserved Page 5 of 6

PERFORMANCE EVALUATION FORM

Overall Rating A - D:

[ ] OUTSTANDING [ ] EXCEPTIONAL [ ] MEETS EXPECTATIONS [ ] NEEDS IMPROVEMENT

* If OUTSTANDING, EXCEPTIONAL or NEEDS IMPROVEMENT please explain why:

Development Opportunity:

III. Performance Summary

(Include Sectional. Objectives and Section II. Performance Factors in this summary)
Summarize the employee’s overall performance considering objectives, responsibilities, results, and performance factors.
This summary may reflect how the employee performed against objectives without comparing this performance to others
doing similar work.

[ ] OUTSTANDING [ ] EXCEPTIONAL [] MEETS EXPECTATIONS [ ] NEEDS IMPROVEMENT

IV. Employee Comments You are encouraged to add comments to this review.

V. Reviewer Comments

VI. HR Comments & Normalization

2014 © All Rights Reserved Page 6 of 6