Employee Performance Review Template (EPR)
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Do you need a professional Employment Performance Review to set up 360-degree feedback? What does the EPR performance review involve? Here you will find an easy-to-use template for conducting employee performance reviews. The template is designed to help you evaluate employee performance, provide feedback, and create a plan of action. Download Template Employee Performance Review Form (EPR template)!
We provide a thorough Employment Performance Review Template for a professional HR department that requests its employees to point out and evaluate their performance prior to a 360-degree feedback Evaluation. (This is not the Appraisal Template)!
This 8 pages professional Employment Review Template covers the following general aspects of HR performance management:
An Employee Performance Review (EPR) template, also commonly known as a Performance Appraisal Form or Employee Evaluation Form, is a structured document used by employers to assess and document an employee's job performance and provide feedback. It serves as a tool for performance evaluation and can be used for various purposes, including employee development, salary or promotion discussions, and identifying areas for improvement.
A typical Employee Performance Review Template may include the following components:
- Employee Information: This section includes the employee's name, job title, department, and the date of the performance review.
- Reviewer Information: This includes the name and position of the person conducting the performance review, such as a supervisor, manager, or HR representative.
- Performance Goals: Outline the specific performance goals or objectives that were set for the employee during the previous review period, if applicable.
- Job Duties and Responsibilities: Provide a summary of the employee's job description and key responsibilities.
- Self-Assessment: Allow the employee to self-assess their performance by providing comments on their accomplishments, challenges faced, and goals achieved during the review period.
- Performance Evaluation: This is where the reviewer assesses the employee's performance against established criteria. Typically, it includes rating scales, checkboxes, or open-ended questions to evaluate areas such as job knowledge, communication skills, teamwork, problem-solving abilities, and other relevant competencies.
- Strengths and Achievements: Highlight the employee's strengths, accomplishments, and areas where they have excelled during the review period.
- Areas for Improvement: Identify areas where the employee may need improvement and provide constructive feedback. This section is essential for helping employees grow and develop in their roles.
- Development Plan: Discuss and document the employee's developmental needs and create a plan for addressing those needs. This may include training, mentoring, or other resources.
- Performance Goals for the Upcoming Period: Set clear, measurable performance goals and objectives for the employee to work toward in the next review period.
- Overall Rating: Assign an overall performance rating, often on a numerical scale or using categories such as "exceeds expectations," "meets expectations," or "needs improvement."
- Comments and Additional Feedback: Allow both the employee and the reviewer to provide additional comments or feedback on the employee's performance.
- Signatures: Include spaces for the employee and the reviewer to sign and date the performance review form, indicating that they have reviewed and discussed the evaluation.
Employee Performance Review Templates can vary widely in format and content depending on the organization's needs and practices. Some companies may use more complex forms with detailed competency assessments, while others may opt for simpler templates. Regardless of the format, the primary goal of the EPR is to provide a structured framework for evaluating and improving employee performance. Effective performance reviews contribute to employee development, motivation, and the overall success of the organization.
We provide a thorough Employment Performance Review Template for a professional HR department that requests its employees to point out and evaluate their performance prior to a 360-degree feedback Evaluation. (This is not the Appraisal Template)!
This 8 pages professional Employment Review Template covers the following general aspects of HR performance management:
KPO REVIEW KPO
The purpose of this section is for the supervisor to record the Key Performance Objectives (KPO) for the employee for the following year; an assessment of the level of achievement will be conducted at mid-year and year end.
KEY JOB RESPONSIBILITIES
In this section, the employee writes his/her key job responsibilities to be reviewed and confirmed by the supervisor. This section is to review how the employee has performed in the key areas of his/her job, including technical ability.
REVIEW OF COMPETENCIES
This section focuses on the key competencies required of the employee; it is suggested that the employee does a self-evaluation first and the supervisor will discuss the assessment with the employee and set the final performance appraisal linked with current and future development. Comments and explanations are required during appraisal. After adding up the total scores, the employee and supervisor need to discuss any needed improvements and development plans.
OVERALL PERFORMANCE RATING
This rating reflects the overall performance for the past year, based on achievement of KPOs, Key Job Responsibilities, demonstration of Competencies, and business circumstances.
DIALOGUE/ CAREER AND DEVELOPMENT PLAN (end year)
An employee needs to fill in the questionnaire portion which will assist in-depth discussion with supervisor on current job performance. Supervisors and employees need to address career and development plan. This could be horizontal or vertical development plans based on the performance and career growth of the employee.
RECOMMENDATIONS AND ACKNOWLEDGEMENT
Employees and supervisors need to fill in their additional comments and sign the performance evaluation to ensure that both parties agree on the evaluation.
The purpose of this section is for the supervisor to record the Key Performance Objectives (KPO) for the employee for the following year; an assessment of the level of achievement will be conducted at mid-year and year end.
KEY JOB RESPONSIBILITIES
In this section, the employee writes his/her key job responsibilities to be reviewed and confirmed by the supervisor. This section is to review how the employee has performed in the key areas of his/her job, including technical ability.
REVIEW OF COMPETENCIES
This section focuses on the key competencies required of the employee; it is suggested that the employee does a self-evaluation first and the supervisor will discuss the assessment with the employee and set the final performance appraisal linked with current and future development. Comments and explanations are required during appraisal. After adding up the total scores, the employee and supervisor need to discuss any needed improvements and development plans.
OVERALL PERFORMANCE RATING
This rating reflects the overall performance for the past year, based on achievement of KPOs, Key Job Responsibilities, demonstration of Competencies, and business circumstances.
DIALOGUE/ CAREER AND DEVELOPMENT PLAN (end year)
An employee needs to fill in the questionnaire portion which will assist in-depth discussion with supervisor on current job performance. Supervisors and employees need to address career and development plan. This could be horizontal or vertical development plans based on the performance and career growth of the employee.
RECOMMENDATIONS AND ACKNOWLEDGEMENT
Employees and supervisors need to fill in their additional comments and sign the performance evaluation to ensure that both parties agree on the evaluation.
Download this professional example of a 360-degree Employee Performance Review Template if you are in this situation and save yourself a lot of time!
DISCLAIMER
Nothing on this site shall be considered legal advice and no attorney-client relationship is established.
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