8 Employee Performance Appraisal Form

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Name:
INSERT
Role: COMPANY
LOGO

Last Review:

Manager:

Appraisal Date:

Process Guidelines Rating

1 Underperforming Performance consistently below standard, does not meet
} Your Manager schedules the } Be honest and critical – think
expectations.
appraisal meeting with you. of both where you did well
and where you experienced Clear areas of underperformance which need to be
} You should complete the below
challenges (and why). addressed. Critical gaps in knowledge/ability. Significant
relevant sections and give to
improvement required in delivery and/or behaviour.
your manager in advance of } What is ideal performance and
the meeting. how do you compare to the 2 Developing Still developing in the role but demonstrating all the
} Your Manager reviews your ideal? desired behaviours, as a result, performance is somewhat
feedback and last year’s } Set goals for next year which are below standard, some expectations not met. Improvement
objectives (if available). SMART: Specific, Measurable, required in performance.

} Meeting between you and Attainable, Relevant and Time – 3 Satisfactory Performance is at standard, fully meets expectations. Has
your Manager takes place. based on your overall objectives the knowledge/ability, is delivering all elements of the role.
and the team’s overall goals. Ongoing improvement is recommended as good practice.
} Your Manager completes their
section – either during or } Identify areas where you need
4 Strong A strong overall performance, better than average, meets
immediately after the meeting. support in order to deliver your
all expectations and occasionally exceeds them. Better
goals for this year and enhance
than average knowledge/ability, a go-to person who can
your skills (on the job learning,
support others.
projects, areas of responsibility,
courses). 5 Exceptional Performance is outstanding, consistently exceeding
expectations. Displays role-model behaviours.

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8 Employee Performance Appraisal Form (continued)

For you to complete in advance of the meeting

List the key responsibilities of your role (use as many boxes as necessary)
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8 Employee Performance Appraisal Form (continued)

For you to complete in advance of the meeting

Performance review of objectives achieved year to date

List the objectives and targets achieved year to date and Rate 1-5 how well you feel these objectives were met.
Area Employee Evaluation Manager Evaluation
Rating Comments Rating Comments
Job Knowledge
(i.e. familiar with all aspects of own role, technical ability, knows own
department, knows other departments and the importance of each,
knows own importance as an employee and the difference you can make,
seeks out all relevant information when trying to understand issues and
problems, can give information if asked by a guest).
Customer Focus
(i.e. anticipating needs, commitment to customers, acknowledges guests,
capable of dealing with complaints, listens and learns when dealing
with guests, knows what to do if asked a question you cannot answer,
actively responds to guest needs. Always goes the extra mile. Looks for
opportunities to share information and knowledge. Offers assistance in
whatever way you can to all guests).
Productivity
(i.e. how does the amount and standard of work done compare with what
is expected, i.e. speed and accuracy, full completion of work?)
Ownership & Initiative
(i.e. responsible for assigned tasks, suggesting improvements, is capable
of working on own initiative, is capable of making logical decisions when
faced with no alternative, looks for continuous improvement opportunities
and offers to take action, when appropriate, without having to be asked,
proactively seeks to acquire knowledge in order to improve).

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8 Employee Performance Appraisal Form (continued)

Performance review of objectives achieved year to date

List the objectives and targets achieved year to date and Rate 1-5 how well you feel these objectives were met.
Area Employee Evaluation Manager Evaluation
Rating Comments Rating Comments
Attendance & Punctuality
(i.e. what is your pattern of punctuality for your shifts? Has there been a
pattern of absences? Consider your approach to notification of absence
via the company procedure.)
Adherence To Processes & Procedures
(i.e. 100% compliance with policies on a regular basis from attendance,
absence, requesting leave, etc).
Team Work
(i.e. assists new employees in showing them procedures & helps others
without having been asked to, actively promotes buy-in from hotel
activities and encourages others to do the same, helps out in other
departments when asked and understands the request for flexibility,
actively works with peers, subordinates, supervisors and managers in
order to achieve the smooth running of the department, consistently
demonstrates team work skills such as openness, collaboration, listening
and acknowledgement of different perspectives).
General Attitude
(i.e. relationship with colleagues, approach to work, flexibility, exhibits
a sense of professionalism in conduct, language and demeanour, e.g., is
calm, does not raise their voice and respects others, always works as part
of the team, friendly and helpful towards the rest of the team in house.
Maintains enthusiasm and a positive attitude).

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8 Employee Performance Appraisal Form (continued)

For you to complete in advance of the meeting

Improving your own effectiveness & personal development needs analysis

What steps can you or/and the Company take to improve your own effectiveness to ensure you meet your duties and responsibilities fully?
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What can you continue doing well or do better going forward?

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5.

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8 Employee Performance Appraisal Form (continued)

For you to complete in advance of the meeting

Goals for last year

Consider: achieved or not, levels and quality of output, standard of service to internal/external customers, improvements implemented,
deadlines met, people management, areas for improvement.
Detailed Description Of Each Goal Employee Evaluation Manager Evaluation

Rating Comments Rating Comments

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8 Employee Performance Appraisal Form (continued)

To be done at the meeting jointly

Goal setting
Goals must be MEASURABLE and ideally have a deadline for achievement
Detailed Description Of Each Goal How The Goal Will Deadline Employee’s Comments Manager’s Comments
Be Measured (If Possible)

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8 Employee Performance Appraisal Form (continued)

Other Comments
For you to complete in advance of the meeting

Employee Comments
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Manager Comments
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Signed: (Employee) Signed: (Manager)

Date: Date:

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