A Formal Performance Evaluation is typically a semi-annual or annual review of an employee's job performance during the respective period; usually coincides with pay raises, with the overall performance rating determining the amount of raise awarded.

• The Formal Performance Evaluation should be typed, and presented in a paper document.

• Focus should be on Job Performance in the area of job knowledge, productivity, customer service, and quality of work.

• Each area's rating should be supported with statistics and objective observations.

• Our Performance Evaluation Template comes with more tips on writing a performance evaluation. (See the offer at the bottom of this page).

• Surprise! Another gratuitous video commercial!  Our Training Video Catalog lists videos produced specifically on the subject of Performance Evaluations.

Attention leaders: "Managers do what you MODEL and INSPECT, not what you EXPECT."

In the company where I learned the most (perhaps everything) about WRITING performance evaluations was as a first level team manager in a very large corporation.  15 - 20 Formal Employee Reviews were due every six months, and I NEVER missed ONE, I was NEVER even LATE turning one in. And these were not checkbox, fill-in the blanks Performance Reviews.  We were expected to not only compile statistics, but we were also required to support each section with objective observations and comments about the period in review (In other words, a REAL Performance Review).

How did the company manage to get me to be so faithful to the system????  I just answered the question.  Keywords: "they manage."  The company managed the Performance Review system.  The trickle of heat started at HR, down through the General Manager, to the Assistant General Manager, to the Department Manager, to the Shift Manager, and finally to the Unit Manager (Me).

Every quarter, Department Managers were awarded "points" from the General Manager for various aspects of department performance, one of which was on-time Performance Reviews. The points tied to a nice little bonus for the Department Manager.  So if you failed to complete a Performance Review, you were directly impacting the wallet of your boss...that's HEAT. Not to mention everyone in the chain of command from HR to your peers, would know you dropped the ball...That's EGO.

Appealing to ego, and dangling negative consequences went a long way.  To tell you the truth, I do not recall ANY manager failing to turn in a review under that management system.

If you have any comments, feel free to call me, my direct extension at HRIT Inc is 740-654-8118

Darin Hanks

HRIT Consultant

Performance Evaluation Template HRIT offers templates you can use as suggested in our tutorial. Price:  $19.99 An editable six-section Employee Evaluation Form; a template for formally reviewing job performance in the areas of Job Knowledge, Customer Service, Productivity, and Quality. Also included are one page of tips on writing a Performance Review.   All HR Forms