How to Write Temporary Work Performance Review

At most companies, work performance reviews are not mandatory for part-time or temporary workers. Supervisors may nonetheless choose to write work performance reviews for temporary workers. Why? If the company has a longstanding relationship with a staffing agency, a manager might do job reviews so the agency can find a better match next time. If temporary workers are hired as temp-to-permanent or with the possibility of moving into a freelance or contract job position, a performance review is a good way to evaluate work done and make constructive suggestions for improvement. If you need to create a work performance review for temporary employees, you'll use the same evaluation process and paperwork as you would for a regular employee.

Instructions

1. Obtain appropriate paperwork from the human resources department or from the temp agency that provided the temporary employee. Most companies have performance review templates. Read through the paperwork to make sure you understand all questions.

2. Discuss the temporary employee's work with project supervisors, managers or colleagues. If you are directly managing the temporary worker, you can skip this step. Talking to colleagues can provide valuable feedback on how the worker fits in with corporate culture, especially if this is a temp-to-permanent position.

3. List information about the employee's job performance, job knowledge, leadership skills, teamwork abilities, punctuality and reliability on a sheet of paper. Would you hire this employee again? What are his strengths and weaknesses? Can you provide specific examples when you are offering praise or constructive criticism?

4. Fill out the form using the information you've obtained. Some forms may ask you to rank the employee's skills on a sliding scale. You should be able to fill this out easily using information you've obtained or your own firsthand observation of the employee's work habits.

5. Write a draft performance review. Re-read the performance review to see if you've left anything out. Is there anything that might confuse the staffing agency or the temporary worker? Have you been inconsistent in grading?

6. Edit the performance review if necessary. Deliver the performance review to the staffing agency or to your human resources department.

Tips & Warnings

• If it isn't already part of the work review procedure, consider having a conversation with the temporary worker, letting her know what her strengths and weaknesses were. If the worker was a good fit for your organization, but you don't have an opening currently, this can help you lay the groundwork for a full-time hire down the road.

• Don't criticize unless you can provide specific examples.

References

• Creative Business Resourcing: How to Write a Performace Review
• Net Temps: Performace Review Process
• University of Houston Victoria: Staff Performace Appraisals