Shop OurSolutions  ►
Priority Number

Self-Evaluation Performance Review - Downloadable

A0764

Get employee input on an annual review for more effective performance appraisals

Adding self review forms to your standard annual review forms encourages employees to evaluate their strengths and weaknesses, while setting attainable goals for the coming year.

When used in conjunction with tradition employee review forms, the self-appraisal provides valuable insight for managers and supervisors, and can be used as a solid starting point for a performance appraisal.

  • Employee review forms detail 9 performance areas: quality of work, productivity, job knowledge, reliability and dependability, attendance, initiative, creativity and working relationships
  • Allows room for additional notes and comments
  • Includes tip sheet with advice on how to use the form, legal considerations, steps for conducting effective performance appraisals, and do’s and don’t’s

DO get the employee’s signature on the self-appraisal and formal appraisal.

Don’t forget to file the appraisal forms in a safe place away from prying eyes.

DO make appraisals a priority. It is important to conduct appraisals on time. Nothing demoralizes employees like rescheduling appraisal meetings because you are not prepared.

Don’t conduct the appraisal from behind your desk. It intimidates and discourages frank discussion.

DO have evidence to back up your ratings. Besides your own documentation, you can use timecards, production reports, customer feedback, or any other records as evidence.

Courts place a great deal of emphasis on written performance reviews. In lawsuits claiming discrimination or “wrongful discharge,” judges and juries look to performance appraisals to determine whether an employee was treated fairly. The appraisal helps answer important questions, such as:

  • Were the employee’s performance problems serious enough to be addressed in the appraisal?
  • Did the manager alert the employee to the problems?
  • Did the employee have a reasonable chance to improve?
  • Did the employee’s most recent appraisal address the issues resulting in termination?
  • Was the employee’s performance measured against objective, nondiscriminatory standards?
  • Did the employer evaluate others using consistent standards and procedures?


  • Written evaluations become part of an employee’s official employment record, and may be subjected to legal scrutiny in any court or agency proceeding challenging a personnel decision. It is critical for you to provide honest and candid feedback when rating your employees’ performance, and all ratings should be supported by facts, details and examples. Failure to take appraisals seriously may put you at risk of legal liability.