Employee performance evaluation template

First, gather concrete examples of the employee’s work throughout the review period—don’t rely on recent events only. Review previous goals and evaluations to track progress. Schedule adequate time in a private setting, and familiarize yourself with each competency category to ensure your ratings are consistent and fair across all team members.

Focus on being specific and balanced in your assessment. Document exactly where the employee exceeds expectations with concrete examples, and do the same for areas needing improvement. Avoid letting strong performance in one area overshadow development needs in another. The template’s structure helps you evaluate each competency independently for a fair, comprehensive assessment.

Focus on specific, measurable accomplishments rather than general traits. Include projects completed, goals exceeded, problems solved, or initiatives led. Whenever possible, quantify the impact (increased sales by 15%, reduced errors by 30%). Also note contributions that supported team success, even if they weren’t part of the employee’s formal responsibilities.

Separate the performance discussion from compensation conversations by at least a week. This allows the employee to focus on the feedback without the distraction of salary considerations. When you do discuss compensation, reference the performance evaluation to show how pay decisions connect to demonstrated performance, but avoid making promises about future increases during the evaluation itself.