TEACHER EVALUATION FORM

(Sent by the Higher Education Commission, Islamabad vide letter No. 1-1/M(HRD&SP)/
HEC/2003/43 dated May 6, 2003 duly approved by the Competent Authority)
To be filled by the students
Course Title/Number ____________________________________________________
Name of Instructor

____________________________________________________

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

Department

____________________________________________________

Semester/year

____________________________________________________

Use the scale to answer the following questions below and make comments
1-Srotungly Disagree, 2-Disagree, 3-Somewhat Agree, 4-Agree, 5-Strongly Agree
Instructor:
A. The instructor is prepared for each class.
1
2
3
4
5
B. The instructor demonstrates knowledge of
1
2
3
4
5

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

C.

the Subject.
The instructor has completed the whole

D.

course.
The instructor provides additional material

E.

apart from the textbook.

The instructor gives citations regarding

current

situations

with

reference

to

Pakistani context.

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

F.

The instructor communicates the subject

G.

matter effectively.
The instructor shows respect towards

H.

participation.
The instructor maintains an environment

I.

that is conductive to learning.

The instructor arrives on time.

students

and

encourages

class

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

J.
K.
L.

The instructor leaves class on time.

The instructor is fair in examination.
The instructor returns the graded scripts

1
1
1

2
2
2

3
3
3

4
4
4

5
5
5

M.

etc. in a reasonable amount of time.

The instructor was available during the

specified office hours and for after class

consultations.
Course:

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

N.

The subject matter presented in the course

has increased your knowledge of the

O.

subject.
The syllabus

clearly

states

course

objectives, requirements, procedures and

P.

grading criteria.
The course integrates theoretical course
concepts with real-world applications.

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

Q.

The assignments and exams covered the

R.

materials presented in the course.

The course material is modern

and

updated.

Comments

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

Course:

__________________________________________________________
__________________________________________________________
__________________________________________________________

Instructor:

__________________________________________________________
__________________________________________________________
__________________________________________________________

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

TERMS & CONDITIONS FOR UNIVERSITY TEACHERS AWARD

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

a: 65% weightage be given to teacher evaluation. The marking procedure is indicated in

the proforma attached. A teacher should score at, least 45 points out of a maximum of 65
to be eligible for the award.
b: 24% weightage be given to research supervision of MA/MSc, PhD and MPhil (in the
three year period!) as follows: 2 marks per research paper based on the work of
supervised students where the student is 'an author/coauthor. Papers should have been
published/accepted latest within one year of the submission of the thesis, in the journals
accepted by the HEC for the respective disciplines. These publications may also include
the proceedings of Conferences conducted outside Pakistan.

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

c: 11 % weightage for creative efforts in teaching e.g. writing of articles and delivering of
lectures for popularization of the general discipline of the candidate or about educational
issues; preparation of documentaries or TV or radio programs on education and related
topics; development of software for teaching purposes; or any other form of activity that
adds to the appreciation of tile general public for the discipline. The evidence to this
effect would be submitted by the candidate to the Award Committee of HEC that would
then evaluate its merit, upto the limit of 11 % of the total.

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

1. The competition for. The award has two tier processes; it will be inter-institutional at
institution level and intra-institutional at HEC's level.
2. The award should be based on the basis of three-year average of the performance in the
three areas identified above. For the first year of the modified scheme, i.e. 2005, the
award would of necessity be based on only the past year's performance and in the second
year based on the past two years average, while from the third year onwards a three year
average would be required.

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

3. All the applications for this award would be considered strictly according to guidelines
for teacher evaluation as per Performa attached through Quality Assurance Cells (QAC)
to conduct a reliable teacher evaluation with the involvement of the concerned faculty. In
the institutions where the QAC does not exist as yet, the institution is required to give a
certification to the effect that the evaluations have been conducted according to the
guidelines being proposed
4. The assessment of the research supervision and creative contributions would be made
by the Award Committee of HEC.

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12

5. The awardees may like to donate the prize amount for acquiring books, journals or
purchase of any other equipment for use of awardees depended.

Best Practices page 1 of 12

The AIA Knowledge gained from experience immediately applicable to a task at hand. BP 08.04.08

Sample Performance Evaluation Forms

Contributed by AIA Knowledge Resources Staff
The AIA collects and disseminates Best Practices as a service to AIA members without endorsement or recommendation.
Appropriate use of the information provided is the responsibility of the reader.

SUMMARY
Employee performance should be evaluated periodically, regularly, and objectively. The attached sample evaluation
forms, while not comprehensive, offer guidance for evaluating performance competencies for three categories of
employees in architecture firms: administrative, professional/technical, and management. Adapt the forms to suit the
evaluation needs of your own firm.

RATING METHODS
Performance evaluations may be scored in a number of ways. Two of the most common are numerical ratings and a
graphic scale. The attached sample evaluation forms use the numerical rating system.
The scores of a numerical rating system typically have the following values:
1 Unsatisfactory
2 Needs improvement
3 Meets job requirements
4 Exceeds job requirements
5 Outstanding

RESOURCES
More Best Practices
The following AIA Best Practices provide additional information related to this topic:
08.01.01 A Sample Compressed Workweek Program
08.03.02 Basic Elements of New Employee Orientation
08.02.02 Employment Status: Independent Contractor -- Yes or No?
For More Information
See also the 14th edition of the Handbook, which can be ordered from the AIA Store by calling 800-242-3837 (option
4) or by email at bookstore@aia.org.
See also Professional Development and Mentoring beginning on page 487 of the 15th Edition of the Architects
Handbook of Professional Practice. The Handbook can be ordered from the AIA Store online at www.aia.org/store, by
calling 800-242- 3837 (option 4), or by email at bookstore@aia.org.
Feedback
The AIA welcomes member feedback on Best Practice articles. To provide feedback on this article, please contact
bestpractices@aia.org.
Key Terms
Practice
Personnel management
Employment
Revised June 2007 SAMPLE PERFORMANCE EVALUATION FORM Best Practices page 2 of 12