Employee Evaluation FAQ - United States


An Employee Evaluation allows employers to assess the performance and improvement of their employees. LawDepot's Employee Evaluation provides an optional numerical scoring features, an optional improvement plan and an option to personalize the evaluation with specific comments for the employee.
What areas are covered under "Communication"?

The following areas may be covered under Communication:

Listening

  • How good are the employee's listening skills?
  • How often does the employee misinterpret information given to him/her?
  • Can you rely on the employee to follow oral instructions?

Oral Communication

  • How effective is the employee in getting his/her point across?
  • Does the employee use different approaches to talk to different people?

Oral Presentation

  • Does the employee do any public speaking?
  • Are the employee's presentations effective?

Written Communications

  • Can the employee effectively communicate via written assignments, reports and proposals?
  • Does the employee write grammatically?

Technical Translation

  • Can the employee convert scientific/technical data into something that can be understood by laypeople?


What areas are covered under "Personal/Motivational"?

The following areas may be covered under Personal/Motivational:

Job Motivation

  • Does the employee experience personal satisfaction from a job well done?

Work Standards

  • Does the employee have certain standards of success in the job he/she performs?
  • Has the employee ever missed deadlines?
  • Is the employee dissatisfied with average performance?

Initiative

  • Has the Employee found ways to make his/her job easier or more rewarding?
  • Does the employee ever do more than required for the job?
  • Does the employee ever generate projects on his/her own?

Tolerance for Stress

  • How does the employee cope under pressure and/or opposition?
  • Has the employee made any personal sacrifices in order to do his/her job?

Management Identification

  • Does the employee identify with and assume the problems and tasks associated with management?
  • Has the employee ever been promoted to a position which required him/her to deal with former peers? If so, how did the employee deal with former peers?

Supervisor Identification

  • Does the employee identify with and accept the problems and responsibilities of supervision?

Professional/Technical Interest

  • Is the employee able to keep informed of what's going on in his/her field of expertise?
  • Has the employee attended any job related seminars, conferences, workshops or meetings?

Energy

  • Does the employee maintain a high activity level?
  • Is the employee able to organize his/her day effectively?
  • Has the employee ever postponed a certain task unnecessarily?

Attention to Detail

  • Does the employee frequently fail to notice mistakes in his/her work?
  • Does the employee have a system for controlling for errors?

Vigilance

  • Has the employee ever caused injury because he/she failed to watch or pay attention?

Integrity

  • Does the employee maintain social, ethical and organizational norms in job related activities?
  • Has the employee ever disregarded company codes/rules?

Ability to Learn

  • How long does it take the employee to grasp new job related information (factoring in the level of complexity)?

Range of Interests

  • Is the employee familiar with what's going on in other parts of the company?

Controlled Demeanor

  • How does the employee react when confronted in defense provoking situations?
  • Is the employee able to maintain composure and objectivity at all times?


What areas are covered under "Interpersonal"?

The following areas may be covered under Interpersonal:

Sensitivity

  • Does the employee consider the feelings of others?
  • How does the employee treat his/her peers?

Leadership

  • Is the employee able to help individuals or groups execute job-related tasks?
  • Has the employee had any problems dealing with subordinates?
  • How does the employee set objectives for subordinates?

What areas are covered under "Sales"?

The following areas may be covered under Sales:

Tenacity

  • Is the employee able to follow through with a plan of action in order to reach his/her objective?
  • Has the employee ever stayed with a plan even though the desired objective was no longer reasonably attainable?

Sales Ability/Persuasiveness

  • Can the employee induce clientele to accept new ideas, activities or products?

What areas are covered under "Impact"?

The following areas may be covered under Impact:

Rapport Building

  • Does the employee get along with colleagues and put them at ease?
  • Does the employee try to foster good relationships with other staff?

Behavioral Flexibility

  • Is the employee able to overcome obstacles that prevent him/her from completing projects?
  • Is the employee willing to modify an approach in order to sell an idea or gain someone's support/cooperation?

Negotiation

  • Is the employee able to sell ideas to superiors/peers/subordinates?

Adaptability

  • Is the employee able to maintain effectiveness in varying environments?
  • Is the employee able to maintain effectiveness when assigned varying tasks?
  • Is the employee able to maintain effectiveness when working with different people?

Independence

  • Is the employee able to take action/make decisions without consulting a superior?
  • Is the employee able to go against general traditions/policies in order to achieve something?

Resilience

  • Is the employee still effective when faced with disappointment or rejection?


What areas are covered under "Decision Making"?

The following areas may be covered under Decision Making:

Analysis

  • Is the employee able to identify issues and relationships when comparing data from various sources?
  • Does the employee recognize problems before others do in the organization?

Judgment

  • Does the employee make realistic decisions based on logical assumptions?
  • Does the employee consider all alternatives before making a decision?

Decisiveness

  • Is the employee ready to make decisions or commit himself/herself to a plan of action?
  • Does the employee have difficulty in prioritizing objectives?

Oral Fact Finding

  • Does the employee ask questions in order to make decisions and execute plans?

Financial Analytical Ability

  • Is the employee able to understand and analyze financial data?
  • Is the employee effective in preparing financial reports/budgets?


What areas are covered under "Extra-organizational Awareness"?

The following areas may be covered under Extra-organizational Awareness:

Recognition of Safety Needs

  • Is the employee aware of the safety requirements of the organization?
  • Has the employee ever violated the safety policy of the organization?

Innovativeness (Creativity)

  • Is the employee able to generate imaginative solutions to problems in the work place?

Risk Taking

  • Does the employee ever make decisions that involve a gamble? If yes, are such decisions beneficial to the organization?
  • Does the employee weigh the pros and cons of a situation before taking action?

Organization Sensitivity

  • Does the employee recognize the potential effects his/her decisions have on other departments within the organization?
  • Is the employee aware of what is going on within other parts of the organization?

Extra-organization Sensitivity

  • Is the employee aware of any societal, legal or governmental issues that may affect the industry of the organization?
  • Is the employee aware of what the organization's competitors are doing?

Controlled Decision Making

  • Does the employee ever make premature choices where thought and deliberation is required?
  • If the need arises, will the employee delay a decision in order to obtain more information/research?


What areas are covered under "Knowledge/Skills"?

The following areas may be covered under Knowledge/Skills:

Technical/Professional Knowledge

  • Is the employee familiar with the technical requirements of his/her job?

Technical/Professional Proficiency

  • Is the employee able to correctly use or operate the technology required to do his/her job?

Machine Operation

  • Has the employee been trained to use equipment necessary to perform his/her job? Is the employee proficient in using that equipment?

Process Operation

  • Can the employee initiate, manage and bring to a close a completed project?


What areas are covered under "Career Development"?

The following areas may be covered under Career Development:

Career Ambition

  • Does the employee endeavor to advance his/her career?
  • How has the employee tried to further his/her career goals?

Self-development Orientation

  • Has the employee taken any skill development courses in order to improve his/her performance efficiency?
  • Does the employee endeavor to stay informed in his/her field?

Technical/Professional/Self-development

  • Has the employee ascertained all the skills necessary to perform his/her current job? If not, is the employee taking steps to learn these skills?


What areas are covered under "Management"?

The following areas may be covered under Management:

Planning and Organizing

  • How effective is the employee in establishing an action plan for himself/herself and others?
  • Does the employee allocate resources effectively?
  • Is the employee able to keep track of items requiring his/her attention?

Delegation

  • Is the employee able to assign work to subordinates effectively?
  • How does the employee deal with delegates who do not complete the job properly?

Control

  • Has the employee established procedures to keep track of the work of subordinates?

Development of Subordinates

  • Is the employee able to identify what training is required for his/her subordinates?
  • Does the employee provide the necessary training for his/her subordinates?
  • Does the employee allow subordinates to participate in decision making?

Staff Coordination

  • Is the employee able to arrange the activities of his/her subordinates with other departments such that common goals are met?

Self Organization

  • Is the employee effective in managing his/her own time?
  • Does the employee have any problems with prioritization?

Monitoring

  • Does the employee routinely review the performance of subordinates?
  • Does the employee stay informed of the progress of subordinates?


 

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