Contents
Performance Appraisal Basics
The Performance Appraisal Form
The Performance Appraisal Process
1. Plan: Job Goals and Expectations
2. Perform: Work to Meet Goals
3. Evaluate: Assess Performance
4. Discuss: Meet to Review the Performance Appraisal Form
5. Finalize: Complete Appraisal Forms and Implement Changes
Tips for Successful Performance Appraisal Meetings
Performance Appraisals and the Law
How to Establish a Performance Appraisal Process
Performance Appraisal Language
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Previous: 4. Discuss: Meet to Review the Performance Appraisal Form |
Next: Tips for Successful Performance Appraisal Meetings |
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5. Finalize: Complete Appraisal Forms and Implement Changes
After the performance appraisal meeting, don’t forget to finalize several important tasks:
- Have the employee sign off on the performance appraisal.
- Work with upper management or human resources (HR) to implement next steps, such as promotion, discipline, termination, or additional training.
- Finalize administrative duties, such as revising, filing forms with HR, and signing the final version of the form.
Have the Employee Sign Off on the Appraisal
Most companies require employees to sign a form stating that the employee:
- Has completed the performance appraisal process
- Has had the opportunity to address his or her concerns
- Agrees with the conclusions of the appraisal meeting
Note that the employee may or may not have the opportunity to sign off on the actual contents of the forms—whether the employee even gets to see the completed forms depends on the company’s performance appraisal policies.
In companies in which employees do not read the actual contents of the form, the employee should sign a form stating that he or she has received a performance appraisal. This form may also allow the employee to:
- Stipulate whether he or she agrees with the conclusions of the appraisal
- Offer his or her own opinions or concerns about the process
Implement Next Steps
The supervisor should work with the appropriate individuals or departments to implement changes resulting from issues addressed in the performance appraisal meeting. Possible changes that would require support from upper management or HR include:
- Increases in compensation or bonus
- Promotion to a new position
- Disciplinary action for serious first-time infractions
- Termination for a sustained pattern of infractions
- Training to help the employee meet performance or professional development goals
- Major changes to the employee’s job description
Finalize Administrative Duties
To conclude the performance appraisal process, you must:
- Revise the appraisal form (if necessary): You may need to update the contents of the form based on the outcome of the performance appraisal meeting. You may also take this chance to provide additional examples to support your views or to correct inaccurate assessments.
- Sign the appraisal form: After making any necessary revisions, sign the final version.
- File the final form: Supervisors are generally responsible for submitting the final form, along with any supporting documentation, to the HR department.
- Offer a copy of the final form to the employee: Allow the employee to see a final copy of the form—if company policy allows (or requires) you to and/or if you think the employee should read the contents.
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