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Sample Employee Performance Reviews

Besides does anyone have an anonymized sample that you can share, what aspects do you feel are important to highlight in our review? Is the entire review "public" for the employee or are there non-public areas, etc.?


ArLyne Diamond
Title: Owner - President
Company: Diamond Associates
LinkedIn Profile
(Owner - President, Diamond Associates) |

If we continue to use once (or twice) a year standard performance appraisals, we will be continuing a hateful and almost worthless process. It's like shooting at a dartboard blindfolded, only to have the blindfold taken off when the game is over.

I've written about how worthless performance appraisals are years ago. In my consulting practice, I help my management - leadership - clients learn how to give frequent and helpful feedback to their charges....

Now, rather than later is helpful.

Lori Slayton
Title: Sr. Accountant
Company: Santeon Group, Inc
(Sr. Accountant, Santeon Group, Inc) |

Good point, but I feel like a "summary" is helpful to the employee and management in determining annual increases. The old school check box approach is out, but a good sit down; assessment of achievements, accomplishments, strategic goals, and constructive advice is always a good idea. Some of my staff expect this, and others reject the idea. Generally it's the consultants that reject! That said, I feel the exercise of self evaluation, and that of management is a good vessel for open communication on both sides.

Title: CFO
Company: C-Suite Services
LinkedIn Profile
(CFO, C-Suite Services) |

Research OKRs.

Hang Nguyen
Title: Plant Controller
Company: Sparton Corporation
(Plant Controller, Sparton Corporation) |

I've worked for various companies and have had the opportunity to learn many practices.
The performance evaluation form typically lists sets of skills and allows staff to self evaluate then get supervisor/manager to score again, concluding with a one-on-one dialog.
This helps to close the gap communication and make typically both are satisfied with the final evaluation. Sometimes, the scores are not accepted by either side and the boss's score is the final one, as is his right.

linet akoth
Title: Group Finance Manager
Company: CITL
(Group Finance Manager, CITL) |

The contributions are eye openers. What about when introducing to a company that never had the culture of performance appraisals? Do you introduce them quarterly, half yearly or just at year end?

Anders Liu-Lindberg
Title: Regional Finance Business Partner
Company: Maersk Line Northern Europe
LinkedIn Profile
(Regional Finance Business Partner, Maersk Line Northern Europe) |

Wayne, you ask if there is any part of the process that's non-public. If your company uses a forced ranking then typically the calibration of the employee population is non-public and you can only hope your manager will fight really hard for you


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