Performance Appraisal Form Template
Streamline Employee Evaluations for Better Performance
Are you struggling to provide effective feedback during employee evaluations? This performance appraisal form template is designed to help managers and HR professionals conduct comprehensive evaluations that enhance employee development and drive workplace improvement. With clear criteria and structured sections for feedback, you can easily identify strengths, track progress, and highlight areas for improvement, enabling more focused career growth discussions. Plus, this template ensures compliance with best practices and accessibility standards, making it a reliable resource for your organization. Try this live template for your next appraisal.
When to use this form
Use this form for structured reviews at the end of a quarter or year, during promotions, or after a performance improvement plan. It fits teams of any size, and helps managers, HR, and employees align on results, competencies, and next steps. For a lighter mid-cycle check-in, you can pair it with the Mid year performance review form. When you want 360-degree input, add peer feedback using the Annual peer performance evaluation form. Remote or hybrid teams benefit from clear records of goals, evidence, and agreements. The outcome: fair ratings tied to data, a focused development plan, and measurable goals for the next cycle.
Must Ask Performance Appraisal Questions
- What were your top three measurable outcomes this period, and how did you achieve them?
This anchors the review in results, not opinions, and surfaces the evidence you will use to rate performance. It also reveals which behaviors and conditions enabled success so you can repeat them.
- Which goals did you miss, and what obstacles or tradeoffs caused the gap?
Naming the root causes turns a vague rating into a clear improvement plan. You can decide whether to adjust scope, resources, or skills for the next cycle.
- What feedback from peers or stakeholders influenced your work, and how did you act on it?
Incorporating peer input strengthens fairness and shows learning agility. Your response highlights collaboration and responsiveness that standard metrics may miss.
- Which skills should you develop next quarter, and what support or training will help?
This turns development into a concrete plan with owners and timelines. If you mentor others, the Mentee evaluation form can inform gaps and strengths.
- What goals and KPIs should we commit to for the next cycle, including timelines?
Forward-looking targets close the loop and make progress easy to track. Use the Simple annual performance review form as a baseline for aligned goals if you run a yearly cycle.
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