Templates
Performance appraisal template

Performance appraisal template

This template is your go-to tool for tracking employee progress, assess key skills, and guide development. Streamline your review process with its structured, fair approach.

Use this template
or download pdf
Performance appraisal template

This template is your go-to tool for tracking employee progress, assess key skills, and guide development. Streamline your review process with its structured, fair approach.

Use this template
or download pdf

About the Performance appraisal template

Evaluating employee performance is a vital task for any business that wants to promote growth and improvement. A performance appraisal template helps you create structured reviews by focusing on essential areas like communication, work quality, and leadership skills.

With our template, you can quickly gather the insights you need to assess your team and address development opportunities. Customizable to fit any industry, it helps you identify strengths and areas for improvement while setting actionable goals for future growth.

When to use the performance appraisal template

This performance appraisal template works great for regular performance reviews, whether annually, semi-annually, or quarterly. It’s especially helpful when you’re managing multiple teams, ensuring consistent evaluations across departments.

You can implement it after significant projects to assess team contributions and individual performance, identifying where employees excelled and where improvement is needed.

The template is crucial during promotion considerations as well so you can fairly evaluate employees for career advancement. In fast-paced industries, performance check-ins using this template can keep your workforce aligned with company goals and standards.

How to use the performance appraisal template

Follow these steps to make the template part of your workflow:

  1. Customize the template for your industry. Start by adjusting the performance criteria to fit your business needs. Whether you’re in manufacturing, retail, or education, make sure the template reflects the skills and competencies most relevant to your team.
  2. Set clear expectations. Share the customized template with team members in advance of the review period. This gives employees a clear understanding of how they’ll be evaluated and what’s expected of them.
  3. Collect data throughout the review cycle. Use the template regularly to document performance throughout the year or project. This way, no achievements or challenges are missed, and you can avoid rushed assessments at the last minute.
  4. Involve supervisors or department heads. When managing larger teams, delegate sections of the template to supervisors who have direct oversight. They can provide valuable input on areas like communication or work quality.
  5. Review and act on the result. Once the template is completed, meet with employees to discuss the findings. Identify strengths, address areas for improvement, and establish clear goals for the future.

Download Lumiform’s performance appraisal template today

With our performance appraisal template, you can streamline evaluations and keep them consistent across your team. Get started now, and make it easier to gather meaningful insights that guide development and goal-setting. Whether you’re handling a small team or overseeing multiple departments, this template simplifies the process and saves you time.

Related categories

Preview of the template
Audit
Goals
Write down your goals:
Performance Rating
REFERENCE: Employee Appraisal Evaluation Guide [This is an example of how you can use Lumiform to include reference images in your templates to assist with evaluation]
Interpersonal Skills: How effective the employee talks and works with co-workers, bosses,...
Quality Of Work: Behaviour with which the employee fulfills tasks e.g.: accuracy, responsiveness, follow-through, decision making, reliability, compliance assurance,...
Approach To Work: The characteristics the worker shows while doing tasks including creativity, motivation, organisation, process improvement, etc.
Position Expertise: How effective the worker applies any kind of skills and knowledge on the work.
Quantity Of Work: How good the worker gets the demanded amount of work done.
Communication Skills: How effective the worker transmits information (quickness,confidentiality, oral or written,...)
Supervisory/Leadership Skills
Supervisory Skills: Gives oversight, administration, credit and development opportunities, and discusses performance issues.
Leadership and Management: Talks about a concept, sets unit objects and creates strategies
Action Plans / Training and Development Goals
Write down performance goals, particular projects, or training and improvement plans for the next study phase. Describe other policies and actions required.
Concerns, Issues or Incidents
Documentation of concerns, problems or incidents involve:
Completion
Rate the overall performace:
By signing this, you confirm that you completely understand the above and discussed it with your manager.
Name and signature of the employee:
Name and signature of the manager:
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Frequently asked questions

How can I prepare effectively for conducting a performance appraisal?

Start by reviewing the employee’s past performance data, achievements, and any feedback received throughout the year. Set clear objectives for the meeting and prepare specific examples to discuss. Create an open environment by scheduling the appraisal in a private, comfortable setting. This preparation will make the conversation more productive and focused.

How can I ensure that performance appraisals are fair and unbiased?

Use objective criteria and standardized evaluation forms to assess performance. Gather input from multiple sources, such as peer reviews and self-assessments, to provide a well-rounded view. Be aware of personal biases and focus on facts and behaviors rather than opinions. Consistent training on bias awareness can also be beneficial.

What are some strategies to deliver constructive criticism positively?

Start by acknowledging the employee’s strengths and contributions before discussing areas for improvement. Use “I” statements to express your observations, and focus on specific behaviors rather than personal attributes. Offer actionable suggestions and collaborate on a plan for improvement. This method maintains a positive tone and promotes growth.

This template, developed by Lumiform employees, serves as a starting point for businesses using the Lumiform platform and is intended as a hypothetical example only. It does not replace professional advice. Companies should consult qualified professionals to assess the suitability and legality of using this template in their specific workplace or jurisdiction. Lumiform is not liable for any errors or omissions in this template or for any actions taken based on its content.