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Template Job performance appraisal
When you conduct performance appraisals with individual employees, it is imperative to have a form to record their
progress along with their goals for the future. That way you can track their progress from one appraisal meeting to
the next. Weve provided a sample appraisal form here. You could modify it to match the headings in your employees
job description.
PRIVATE AND CONFIDENTIAL
EMPLOYEES DETAILS
Name
Position
Years/months employed in this position
Date of this review Date of next review
Reviewer (name and position title)
PROGRESS TOWARDS GOALS IDENTIFIED IN LAST PERFORMANCE REVIEW (IF APPLICABLE)
Goal Action taken Completed? Comments
e.g.
Obtain forklift licence
Enrolled in course No
Became sick during course. Theory completed,
practical exam will be taken in November.
Build new shelves in
storeroom
Designed shelves, bought
materials and assisted with
construction
Yes New shelves are great, nished well under budget.
EMPLOYEE COMMENTS AND OPPORTUNITY TO EVALUATE OWN PERFORMANCE
e.g. The cash drawer tends to slam shut unexpectedly, therefore I become nervous while using it. Id be more comfortable if this
problem was xed
REVIEW THE MAJOR SKILLS REQUIRED TO FULFIL THIS POSITIONS DUTIES
Check the relevant boxes to indicate the employees performance in each area. If additional tasks have been performed, ensure
these are added here and also to the employees job description if required.
Task description (taken
from job description) N/A Poor Satisfactory Good Excellent Comments
e.g.
Customer service help
customers
X
Maintain stock levels X
Accept payment X
Cash drawer often does
not reconcile
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GENERAL COMMENTS ABOUT THE EMPLOYEES PERFORMANCE
e.g.
Jane is well-presented, popular with other staff members and liked by customers. She tends to become ustered when using the
cash register and, as a result, her cash drawer is often difcult to reconcile.

ACTION PLAN - GOALS FOR NEXT REVIEW PERIOD
Goal Action required Date for completion
e.g.
Complete forklift operators course
Complete practical exam November 2008
Improve cash handling skills so
that cash drawer can be reconciled
at least 80% of the time
Work with the payroll department for one week.
Improvement expected within
one month of this review
ADDITIONAL INFORMATION ABOUT THE ACTION PLAN OR GOALS FOR NEXT REVIEW PERIOD
ACKNOWLEDGEMENT OF PERFORMING APPRAISAL
Reviewers signature
Employees signature
Signatures indicate that everyone who participated in this review agreed that information and comments written here
were true and correct.
Template Job performance appraisal continued
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Template Employee exit checklist
When an employee leaves your business its useful to have a process to follow. You might write a list of
tasks like the ones below and include these in your business processes.
Tick when
complete
Tasks
Arrange for the person to do a formal handover to someone within the business or to write procedures
explaining any complicated parts of their job.
Conduct an exit interview store this information in the employees personal le.
File their personal le in a secure location, separately from les of current employees.
Collect their keys, security passes, name badges and business identication.
Collect their uniform if the business owns it.
Collect any tools, electronic devices or other business property they have.
Ask them to clean out their desk.
Delete their computer access and remove all personal les and settings from their workstation.
Remind the person of any condentiality clauses they might have signed.
If they have been a good employee, encourage them to keep in touch and issue a statement of service
(you may consider giving them a verbal reference).
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Fact sheet Formal methods of performance management
There are a number of methods you can use to manage performance. Smaller businesses might nd it useful to consider
the SMART principle (Specic, Measurable, Attainable, Realistic and Time-based) in developing performance management
systems. Here is some information on a number of formal methods of performance management that may be used by
small business.
Process What is it? Best used
Management
by objectives
(MBO)
A collaborative method, the MBO denes goals and
future targets by consultation. Future tasks, behaviour and
productivity, for example, are discussed and a SMART
plan is created so that both the manager and staff member
are aware of what needs to be achieved, to what standard
and by when.
Where people are results driven.
Where the business uses formal
processes to manage performance
and where outcomes can be
measured accurately.
360-degree
appraisal
(recognised
best practice)
Often used for managers and supervisors, this method
gathers feedback from different parties to give an all-round
picture of performance. It can give a valuable insight into how
the persons work and behaviour is seen by a range of other
business stakeholders, not just by the manager.
While the principles of this method are very useful, it can
be administratively overwhelming for small businesses. If this
method would be useful for your business, consider taking the
principles and implementing a less formal 360-degree process
where informal feedback can be used.
Where time, effort and funding is
available.
Where it is important to get
several perspectives on a persons
performance, for example in
customer service roles or where
the person works across teams.
Self assessment Just as the name suggests, the individual assesses their own
performance to set criteria. This is a good method for
identifying where the businesss opinion of performance and
the individuals opinion are different.
Where there is an interview-style
performance management process.
Competency
based
assessments
Components of competency (skills and abilities) are assessed
in this method.
Competency can be harder to dene in jobs with a high level
of ambiguity or where outcomes are not clearly identiable,
such as managing relationships with staff or customers.
Where skills and abilities can be
readily identied and quantied.
Where there are task-orientated
jobs with little or no ambiguity or
decision-making responsibility.
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Template Ways to motivate and reward your employees
Work out the things that motivate your employees and decide how to incorporate these into your business.
For your star performers you might consider making a note of possible motivators in their personal le to help
when you do their performance appraisal.
Here is a template to help you to identify some things that might motivate your employees, and to work out ways
to include these things in your business to keep these people happy.
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Checklist Motivate, Manage and Reward
Tick when
complete
Tasks
Templates
provided
Set up a performance management system, including appraisals, and ensure both the
employer and the employees have training or attend information sessions.
Consider what motivates and what would be seen as a reward by your employees and
decide how to incorporate these into your business.
Yes
Consult with employees and/or teams to establish performance
management goals.
Conduct a performance management appraisal for each employee. Yes
Evaluate employees remuneration to see if it is in line with that of your competitors and
government regulations.
If an employee leaves, carry out an employee exit using the employee
exit checklist.
Yes