Conventional wisdom says that there's no such thing as a perfect employee performance appraisal form. And with so many sorry examples of appraisal forms around, conventional wisdom might almost seem correct.
It's not. There is an ideal model for the employee performance appraisal form. And getting the form right is essential to effective employee performance management, since the appraisal form is the lightning rod that not only attracts everyone's attention, but also focuses organizational energy on the issues of highest priority. An ideal form has five key components that cover 1.) organizational competencies, 2.) job competencies, 3.)key responsibilities, 4.) goals and major projects and 5.) individual achievements and accomplishments.
Organizational & Job Competencies
The first two sections of the employee performance appraisal form focus on the "how" of the job, the way the individual goes about accomplishing his results. Here we identify and assess competencies - the behavioral elements of the job. To start, top management should identify a small number, usually about a half-dozen or so, of the competencies expected from every member of the organization, regardless of the individual's job or level in the company. Since they apply to all, these universal or organization-wide cultural competencies might include attributes such as:
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