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Managers and employers must routinely create performance appraisals for the employees whom they supervise. They aim to create objective assessments of the individual employees' performances. Often, the performance appraisal details the employee's successes and failures since his last performance appraisal. The supervisor includes the employee's strengths and weaknesses, with an eye to how well the employee has responded to constructive criticisms since the last appraisal. The goals of the appraisal are two-fold: to help employees improve job performance and to help employers make difficult decisions about promotions, layoffs and salary changes.


    • 1Retrieve previous performance appraisals that the employee received while working for your company to familiarize yourself with the employee's progress over time. Make notes as you work to keep track of ongoing themes.
    • 2Do additional research into the employee's performance history. Go through the employee's personnel file. Consider previous disciplinary actions, awards and/or noteworthy actions.
    • 3Review previous raises and salary changes. Consider your company's salary-increase regulations, and determine whether the employee is eligible for an annual increase. Using the percentages provided by your company, calculate the employee's revised salary upon receiving the increase.
    • 4Write a one-paragraph assessment that summarizes your research. Set the overall tone of your performance appraisal with this paragraph.
    • 5Construct an outline from your notes that covers the employee's major achievements and/or failures since the last performance appraisal.
    • 6Convert your outline into a polished prose format. Include specific examples to bolster your assessment. Keep the writing concise, objective and direct.
    • 7Write a conclusion that focuses on areas for improvement. Without using condemnatory language, include constructive criticisms that can assist the employee in improving his job performance. Focus on two or three major areas for growth, and write them up in the form of directives that the employee can follow.
    • 8Revise the written portion, checking for a professional tone and authoritative voice. Remove examples that make you sound petty. Include only information that can objectively assist you, the employee and the human resources department.
    • 9List the employee's current wage on a salary form. Make a note of the employee's most recent salary changes, including effective dates.
    • 10List any salary increases effective as of the new performance appraisal. Include annual increases, merit increases, one-time bonuses and monetary awards.
    • 11Tally all relevant monetary changes. Include the employee's new salary, and state the effective date of the increase.
    • 12Provide a copy of your completed appraisal to a second-level supervisor. Once you and the second-level supervisor sign the appraisal, provide a copy to the employee.
    • 13Ask the employee if she has any questions. Discuss potential questions with your employee, and ask her to write a response to the evaluation. Any objections or clarifications should be written in prose.
    • 14Keep a copy of the entire evaluation and employee's written response for your records. Send another copy to the company's human resources department for safekeeping.
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