How to Fill Out a Job Evaluation
Job evaluations carry a lot of weight. They can determine a pay scale for one employee or an entire group. It can tell management which jobs are most important to the company's function, and which employees do those jobs best. Managers who write employee evaluations often have to fill out specialized paperwork, and understanding the thought that goes into it can help complete the task.
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Instructions
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Evaluating A Specific Employee
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1
Obtain the employee's job description at the time of hiring.
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2
Ask the employee to describe his or her job. A discrepancy between this description and the employee's official job description can suggest an inefficiency or misunderstanding of job requirements. It can reveal work that's not being done, or it may tell you the company is saddling the employee with too many duties.
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3
Identify key qualities and responsibilities. This includes job knowledge, sales performance, teamwork, punctuality, reliability and quality of work.
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4
Create a five-degree system to evaluate the employee's performance in each. Sample degrees include a point system (1 to 5, with five being the best) or a word system--outstanding, good, meets expectations, below expectations, and unsatisfactory.
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5
Assign the employee a rating in each category. For example, if the employee is expected to make 15 sales but averages 17 a day, that might qualify as good (4). An employee who makes 15 sales meets expectations (3), while 10 daily sales may qualify as unsatisfactory (1).
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Factor in any extenuating circumstances. For example, an employee who exceeds sales expectations slightly but does so in the first year of employment may qualify as outstanding rather than good.
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Write down the employee's strengths--any areas in which the employee exceeded expectations.
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8
Write down the employee's weaknesses--areas where the employee falls below expectations.
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Tell the employee how to improve. This depends greatly on the area of weakness; employees who lack in sales or customer relations skills, for example, may benefit from spending a week working with an employee who exceeds in those areas, or other training programs can be provided. Be specific in recommendations and expectations.
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References
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