Self Appraisal form

Performance Review & Appraisal Performa

Name Of the Employee :-

Date of Joining :-
Department:-
Designation :-
Reporting Manager:
Current Salary :-
Expected Appraisal (on the basis
of performance analysis)-

STATEMENT OF PHILOSOPHY

The Self-Appraisal provides you with the opportunity to contribute significantly to improving
both your own performance and your working relationship with your supervisor. This
performance Appraisal Program is designed to provide time for the employee and supervisor to
look back over the past and realistically plan for the future.

The self-appraisal encourages you to be proud of your accomplishments and candid about
your areas of improvement. The following questions are intended to help you organize your
thoughts and share information with your supervisor prior to receiving your performance
review.

Instructions for completing this form:

Employees should respond to each of the questions completely, accurately and honestly.
Employees should complete this form prior to the deadline.
Employees should provide their supervisor a copy of this completed form once they have
filled it for supervisors feedback.

1. Describe your most significant accomplishments this past year.

2. Describe any barriers or challenges that impacted you in effectively completing your
job responsibilities or accomplishing your goals.

3. Please list your area(s) of strength and area(s) of improvement.

4. What skills or new knowledge would you like to develop to improve your
performance?(please mention if you need any training or any expertise you have
and you want to apply in your current work profile)

5. Is there any other information you would like to share with your supervisor
regarding your work performance?
 SUPERVISORS APPRAISAL OF EMPLOYEES PERFORMANCE STANDARDS
(to be filled by immediate managers only)

STATEMENT OF PHILOSOPHY

This performance appraisal process is designed to evaluate an employees performance over a

specified period of time. During the performance appraisal session, time is set aside to:

1. Restate expectations about job responsibilities and performance standards

2. Evaluate job performance against previous expectations
3. Discuss future development opportunities and relate them to organizational needs

Supervisors: In evaluating an employees performance, you are to identify strengths and areas
of performance which require improvement. You are asked to provide examples of the
employees performance to illustrate the ratings you give. Examples based on your own
observations work best. However, second hand observations are permissible if you have verified
the information.

APPRAISAL RATINGS AND CRITERIA (5 point rating scale):

1. 2. 3. 4. 5.

Poor Below satisfaction Average Good Excellent

Employee must Performance Work is fully Work is fully Work performance

demonstrate standards are not satisfactory; satisfactory and consistently exceeds
improved work fully achieved; employee often exceeds performance
performance within employee needs to consistently meets performance standards.
immediate period of improve drastically. and occasionally may standards.
time. exceed performance
standards.

1. Job Knowledge/Functional and Technical Skills.

S. No. Performance Standards Rating
1. Has achieved required level of knowledge and skills in
position-related areas.
2. Applies knowledge and skills to meet job requirements.
3. Keeps up to date in all relevant knowledge and skills
areas to meet job requirements.
2. Service Orientation.
S. No. Performance Standards Rating
1. Actively seeks information to understand customers
circumstances, problems, needs, and expectations.
2. Shares information with customers to build their
understanding of issues and capabilities.
3. Responds quickly to meet customer needs and resolve
problems.
4. Seeks opportunities to improve the products and/or
services to meet customer needs.

3. Interpersonal Communication.
S. No. Performance Standards Rating
1. Relates well to all people - up, down, and across -
internally and externally to the department
2. Establishes rapport; builds and maintains effective
working relationships
3. Practices attentive and active listening.
4. Uses diplomacy and tact; can diffuse high-tension
situations comfortably.

4. Initiating Action
S. No. Performance Standards Rating
1. Readily takes action consistent with department objective.
2. Takes independent actions when appropriate

3. Looks for and takes advantage of opportunities to act

beyond what is required.
4. Suggests methods and procedures to improve
departmental operation.

5. Organizing and Planning

S. No. Performance Standards Rating
1. Prioritizes multiple activities and assignments effectively
and adjusts as appropriate.
2. Determines tasks and secures appropriate resources to get
things done.
3. Uses time effectively and stays focused to ensure work is
completed.
4. Meets commitments and deadlines consistently.

6. Quality of Work

S. No. Performance Standards Rating

Accurately and carefully follows process/procedures for
1. completing work.
2. Ensures a high-quality output of work (resulting in
minimal acceptable/zero errors)
3. Attentive to all details and aspects of a job or process to
ensure a complete, high quality output.

7. Work Habits

S. No. Performance Standards Rating

Conducts work within the established (and accepted)
1. department practices
2. Conducts work according to the established and approved
work schedule.
3. Demonstrates professionalism and workplace etiquette.

8. Decision Making
S. No. Performance Standards Rating
1. Identifies issues, problems and opportunities and
determines that action is needed.
2. Probes all relevant sources to better understand problem,
issue or opportunities.
3. Analyzes information and generates options for
addressing issue, problem or opportunity
4. Chooses appropriate action by evaluating options and
considering implications in a timely manner
5. Involves others as needed to ensure quality and
commitment of decision.
9. Composure
S. No. Performance Standards Rating
1. Maintains effective performance under pressure.
2. Copes effectively and develops effective approaches to
deal with pressure or stress.
3. Presents a positive disposition and maintains constructive
interpersonal relationships when under stress

Recommendations / development opportunity suggested by the supervisor for an employee.

Over all feedback and Rating :

Managers Name:____________________________
Department:________________________________