Performance appraisal form template

Part A Appraisee to complete before the interview and return to the appraiser by (date)
A2 Discussion points:
org/division/dept:
year or period covered:
name: ref:
location/based at:
position:
time in present position: length of service:
A1 State your understanding of your main duties and responsibilities.
appraisal date & time: appraisal venue: appraiser:
1. as the past year been good/bad/satisfactory or otherwise for you! and why"
#. $hat do you consider to be your most important achievements of the past year"
%. $hat do you li&e and disli&e about wor&ing for this organisation"
'. $hat elements of your (ob do you find most difficult"
). $hat elements of your (ob interest you the most! and least"
*. $hat do you consider to be your most important aims and tas&s in the ne+t year"
,. $hat action could be ta&en to improve your performance in your current position by you! and your boss"
-. $hat &ind of wor& or (ob would you li&e to be doing in one/two/five years time" .. $hat sort of training/e+periences would benefit you in the ne+t year" /ot (ust (ob0s&ills 0 also your natural
strengths and personal passions you1d li&e to develop 0 you and your wor& can benefit from these.
A3 2ist the ob(ectives you set out to achieve in the past 1# months (or the period covered by this appraisal) with
the measures or standards agreed 0 against each comment on achievement or otherwise! with reasons where
appropriate. Score the performance against each ob(ective (10% 3 poor! '0* 3 satisfactory! ,0. 3 good! 14 3
e+cellent):
objective measure/standard score comment
A4 Score your own capability or &nowledge in the following areas in terms of your current role re5uirements (10%
3 poor! '0* 3 satisfactory! ,0. 3 good! 14 3 e+cellent). 6f appropriate bring evidence with you to the appraisal to
support your assessment. 7he second section can be used if wor&ing towards new role re5uirements.
1. commercial (udgement
#. product/technical &nowledge
%. time management
'. planning! budgeting and forecasting
). reporting and administration
*. communication s&ills
,. delegation s&ills
-. 67/e5uipment/machinery s&ills
.. meeting deadlines/commitments
14. creativity
11. problem0solving and decision0ma&ing
1#. team0wor&ing and developing others
1%. energy! determination and wor&0rate
1'. steadiness under pressure
1). leadership and integrity
1*. adaptability! fle+ibility! and mobility
1,. personal appearance and image
others (for current or new role):
1-. corporate responsibility and ethics
A5 6n light of your current capabilities! your performance against past ob(ectives! and your future personal
growth and/or (ob aspirations! what activities and tas&s would you li&e to focus on during the ne+t year. Again!
also thin& of development and e+periences outside of (ob s&ills 0 related to personal aims! fulfilment! passions.
Part B 7o be completed during the appraisal by the appraiser 0 where appropriate and safe to do so! certain items
can completed by the appraiser before the appraisal! and then discussed and validated or amended in discussion with
the appraisee during the appraisal.
B1 8escribe the purpose of the appraisee1s (ob. Discuss and compare wit self!appraisal entr" in A1#
$larif" job purpose and priorities were necessar"#
B2 %eview te completed discussion points in A2& and note te points of and action.
B3 2ist the ob(ectives that the appraisee set out to achieve in the past 1# months (or the period covered by this
appraisal 0 typically these ob(ectives will have been carried forward from the previous appraisal record) with the
measures or standards agreed 0 against each comment on achievement or otherwise! with reasons where
appropriate. Score the performance against each ob(ective (10% 3 poor! '0* 3 satisfactory! ,0. 3 good! 14 3
e+cellent). $ompare wit te self!appraisal in A3# Discuss and note points of si'nificance& particularl"
trainin' and development needs and wises& wic sould be noted in B(#
objective measure/standard self!score/app)r score comment
B4 Score the appraisee1s capability or &nowledge in the following areas in terms of their current (and if
applicable! ne+t) role re5uirements (10% 3 poor! '0* 3 satisfactory! ,0. 3 good! 14 3 e+cellent). 6f appropriate
provide evidence to support your assessment. 7he second section can be used for other criteria or if the
appraisee is wor&ing towards new role re5uirements. $ompare scores wit te self!appraisal in B4# Discuss
and note a'reed points trainin'/development needs and wises *to B(+#
1. commercial (udgement
#. product/technical &nowledge
%. time management
'. planning! budgeting and forecasting
). reporting and administration
*. communication s&ills
,. delegation s&ills
-. 67/e5uipment/machinery s&ills
.. meeting deadlines/commitments
14. creativity
11. problem0solving and decision0ma&ing
1#. team0wor&ing and developing others
1%. energy! determination and wor&0rate
1'. steadiness under pressure
1). leadership and integrity
1*. adaptability! fle+ibility! and mobility
1,. personal appearance and image
others (for current or new role):
1-. corporate responsibility and ethics
B5 8iscuss and agree the appraisee1s career direction options and wishes! and readiness for promotion! and
compare wit and discuss te self!appraisal entr" in A5# (Some people do not wish for promotion! but
everyone is capable of! and generally benefits from! personal development 0 development and growth should be
available to all! not (ust people see&ing promotion). ,ote te a'reed development aim*s+:
B( 8iscuss and agree the s&ills! capabilities and e+perience re5uired for competence in current role! and if
appropriate! for readiness to progress to the ne+t role or roles# %efer to actions arisin' from B3 and te s-ill!
set in B4& in order to accuratel" identif" all development areas& weter for competence at current level or
readiness to pro'ress to ne.t job level/t"pe#+ ,ote te a'reed development areas:
B/ 8iscuss and agree (as far as is possible! given budgetary! availability and authorisation considerations) the
training and development support to be given to help the appraisee meet the agreed ob(ectives above.
B0 8iscuss and agree the specific ob(ectives that will enable the appraisee to reac competence and to meet
re1uired performance in current job! if appropriate ta&ing account of the coming year1s plans! budgets! targets
etc.! and that will enable the appraisee to move towards& or acieve readiness for& te ne.t job level/t"pe& or
if no particular ne.t role is identified or sou't& to acieve te desired personal 'rowt or e.perience#
7hese ob(ectives must adhere to the S9A:7;: rules 0 specific! measurable! agreed! realistic! time0bound!
ethical! recorded.
:efer to the guidance notes. <ersonal development and support must be offered to all employees! irrespective of
age! gender! race! disability! etc.! and not (ust to those see&ing promotion. 8evelopment is not restricted to (ob
s&ills 0 it includes 1whole person1. =se your imagination. >ob s&ills training isn1t restricted to courses. 7hin& about
coaching! mentoring (by and of the appraisee)! secondment to another role! holiday (ob cover! shadowing!
distance0learning! e0learning! boo&s! videos! attending meetings and wor&shops! wor&boo&s! manuals and
guides! researching! giving presentations? anything relevant! helpful and agreed to help the person develop. Avoid
committing to training e+penditure before suitable approval or availability has been confirmed. =nderstand
development options and procedures before conducting the appraisal. 8evelop the whole person.
B2 @ther issues (to be covered separately outside of this appraisal 0 continue on a separate sheet if necessary):
Signed and dated by appraisee: and by appraiser:
Arade/recommendation/summary as applicable:
8istribution of copies/confidentiality/accessibility details: