Employee reviews are a great way for managers to provide employees with positive feedback and help them understand where they can improve. It also can serve as a way to identify gaps in your teams that may need to be addressed. While often seen as a difficult or arduous process, the employee review process doesn’t have to be.

First, level set the review by including a job description for your employee to ensure alignment on role expectations. Next, establish universal measurement and performance rating categories to clarify what is expected of all employees. From crewmembers to upper management, these criteria put everyone on the same scoring system and highlight variances in employee performance. For example, if your company’s average employee score is low, that indicates the need to improve your hiring processes and/or training program.  

Additionally, include discussion around goals and progress towards attainment. This includes both goals met and not met from the previous year as well as goals for the upcoming year. This further delineates expectations and illustrates to what the employee should be striving.

And finally, before an employee review, ask the employee to rate his/herself. Ideally, their personal reviews should match your review. If there are wide discrepancies, that indicates a disconnect regarding job expectations and performance.

Here is an employee review template you can use to help guide your process:

Employee Performance Review

Employee Name

Job Title

Department

Supervisor

Review Date

Assessment Period

Job Description

Performance Rating Categories

1.     Exceptional                 Performance consistently significantly exceeds position requirements

2.     Successful                 Performance frequently exceeds position requirements

3.     Consistent                  Performance consistently meets position requirements

4.     Inconsistent                Performance meets some, but not all, position requirements

5.     Needs Improvement    Performance consistently fails to meet position requirements

Performance Capabilities

Performance Factors

Employee Rating

Supervisor Rating

Comments

Proficiency in carrying out assignments

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Possesses skills and knowledge to perform the job competently

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Can plan, organize and prioritize work

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Sees tasks through to completion in a timely manner

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Improves procedures as a means towards greater efficiencies

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Communicates effectively with supervisors, peers and customers

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Willing to take on more responsibilities

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Exceptional

Successful

Consistent

Inconsistent

Needs Improvement

Performance Goals for the Past Year

Goals and/or Accomplishments

Was this achieved?

Comments

Performance Goals for Upcoming Year

Goals and/or Accomplishments

How will this be achieved?

Comments

Supervisor Signature                         ___________________________________________

Employee Signature                          ___________________________________________