Year-end employee evaluation: Criteria, forms and questions

Year-end employee evaluation is an important activity in businesses and organizations, helping to evaluate the performance of employees. Together Viindoo Find out in detail about the criteria, forms and questions to use when evaluating employees at the end of the year!

1. Purpose of year-end personnel evaluation

The performance of year-end human resource evaluation has many important purposes. Some of the main purposes include:

• Evaluate employee performance in a year based on pre-established criteria
• Building a fair basis and policy to award year-end bonuses to employees
• Implement specific new projects in the next year
• Develop new criteria and expectations for each specific employee
• Determine development direction, promotion path for each employee
• Create employee engagement with the business
• Help employees define and understand their role in the company.

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2. Year-end employee evaluation criteria

2.1 According to working capacity

Employee performance appraisal is the process of recognizing an employee's ability and effectiveness at work. The criteria used to evaluate the performance of employees are as follows:

• Employee performance level: This criterion is evaluated based on the work and time that the employee has used to complete those tasks. For example, if a textile worker completes 20 products in 10 working hours, the manager can evaluate the KPIs and the performance of their work.
• Career advancement opportunities: The success of a business depends on its ability to train and attract many good employees, possessing all the necessary skills to grow the company. When businesses can do this, their business performance will grow quickly and effectively.
• Level of work completion: With each different job rank and position, the level of work completion will have different standards. Based on this, businesses can assess the capacity and skills of employees accurately and correctly.

The evaluation competency framework Employee work is an ongoing process and needs to be done at intervals. In order to ensure the accuracy and efficiency in managing the evaluation criteria of human resources, businesses are now focusing on the application of HR evaluation software to digitalize the management process. staff.

2.2 According to the working attitude

An employee with a positive working attitude often has a spirit of enthusiasm, responsibility for work and initiative in all situations. To evaluate the working attitude of employees, enterprises can base on the following criteria:

• Honesty at work: Honesty and openness at work creates a trustworthy working environment, especially with company leaders. When employees demonstrate honesty, they gain the trust of management and higher management. From there, employees will establish more relationships and achieve higher work productivity.
• Good time management: Time management is an important factor to evaluate the professionalism of an employee. If a person is able to organize and divide their time properly to work, they can increase the quality and efficiency of their work.
• The spirit of progress: Progress and the ability to learn at work are important factors for managers to evaluate the value that an employee can bring to the business. Employees who lack the will to progress will find it difficult to stick with the organization and not contribute much to the development of the business.
• Always have an optimistic spirit: Every job brings us many challenges and difficulties. This places an important requirement on our attitude at work - a positive and optimistic attitude. If we can maintain this attitude, we will have more motivation to overcome all barriers and challenges at work and stick with the business more.
• Be careful when working: To achieve high efficiency at work, being careful and careful when working is very important. By working carefully, employees will gain the trust of colleagues and superiors, thereby having the opportunity to take on more important tasks.

5. Year-end employee evaluation form

Download Link: Here

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3. How to evaluate employees at the end of the year

3.1 Employee self-assessment

Employee competency evaluation form, used to track and evaluate each specific employee in each department. This form helps to store information about the employee's working and development process. Using the capacity assessment form also helps managers get an overview and more accurate about the capacity of employees in the company.

Enterprises can optimize fairness and multi-dimensionality in year-end employee evaluation using assessment forms. This helps businesses not only rely on their subjective feelings and brief meetings, but also get evaluation opinions from many different perspectives such as colleagues, superiors and employees being evaluated.

Depending on the specific situation of the team and each career level, businesses can flexibly choose from many different types of evaluation forms, including: self-assessment, peer assessment, management evaluation. direct/middle manager, evaluate in groups and send feedback to upper management.

In general, there are two common forms of assessment, specifically:

Offline

Businesses can print out a large number of forms and distribute them to each employee in the business. The manager then sets a deadline for completion and takes hard copies of the forms. Each team or department needs a trusted person to collect and summarize the evaluation results. However, businesses should note that this method can lead to confusion in the process of information aggregation, so it should be applied to businesses with a staff size of less than 20 people.

Online

For teams or departments with 20 or more members, businesses can use an online assessment form with similar content to the hardcopy form. This format not only saves time and printing costs, but also allows businesses to aggregate and store all results in one file for easy comparison and later use.

If desired, businesses can also convert form content into questions on Google Forms so that responses are automatically recorded on an Excel file (for example, the results of a marketing department self-assessment). Filtering and comparing has also become much easier thanks to this feature.

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3.2 Summarizing results and managing audit preparation

Enterprises can self-aggregate employee evaluation results and cross-review results. Next, businesses and managers need to carefully review the evaluation sheet and list out the issues that need to be deepened in the 1-on-1 interview.

In addition, the manager also needs to prepare the content to be discussed during the evaluation. The preparation will make the assessment more effective and in-depth for both management and employees.

3.3 Meeting 1-1 face-to-face assessment

Businesses need to remember that the year-end performance review is a two-way conversation, not just a meeting for the manager to read a list of results and mistakes made by employees during the year. After you've finished putting together the evaluation form and prepared some communication scenarios, confidently start a one-on-one meeting now.

Some useful tips to make 1-on-1 meetings more effective:

• Give positive and negative feedback: Many managers prefer the "sandwich feedback" method - putting a critique between two compliments to avoid upsetting employees. However, this method may not really work because it causes a lack of transparency and confusion. Instead, businesses need to clearly define when to give positive feedback and when to give constructive feedback. Businesses should start with a conversation showing the recognition and satisfaction of the business, then point out the points that need to be improved directly to be more effective.
• Give specific examples from the past: When assessing his or her employees, managers should frequently refer back to past situations and numbers. These are clear evidence to explain the company's judgment, whether it is to praise, remind or direct employees to a new goal.
• Use a small notebook: The notebook is a tool to record important information in the meeting. Although a phone, tablet or laptop is a much more convenient means of recording and storing information, they will not be as close as a small notebook. Ideally, the manager should focus on listening and jotting down important things in a small notebook, then take the time to edit it into a more complete online note after the meeting.
• Maintain a calm, peaceful attitude: Stay calm and be more proactive during the evaluation. The manager should start with a smile and agree with the employee that both have the right to share and listen to each other without interrupting. Don't let the atmosphere become gloomy and heavy on the last day of the year, make sure the discussion goes as smoothly as possible.

3.4 Summarizing and publicizing the results

After the face-to-face meeting ends, the manager can make the year-end performance review results public to all employees. In this assessment, transparency should be at the forefront because they determine the Tet bonus and promotion opportunities for employees.

Most businesses use the rating system A+, A, A-, B+, B, B-, however, with specific positions and many reviewers, the coefficient is more flexible to A- -, B++,... Enterprises need to pay attention to apply the evaluation system suitable to their units.

Enterprises can also build one or more files summarizing assessment results for different departments for easy lookup. In addition, businesses should attach a note informing that any employee with questions about the evaluation results can respond to get it answered.

4. Effective year-end employee evaluation questions

During the evaluation session, the manager can ask questions to make the meeting run more effectively and have the most objective view. Some questions that managers can refer to are:

• What are the results of the implementation of the goals and the work?
• How do you measure the performance and results of completing the goals against the initial criteria set for the job?
• Are there any challenges or issues affecting performance and ability to accomplish goals?
• What goals and projects are waiting to be worked on?
• Which goals have become irrelevant or are no longer a priority? Do adjustments need to be made or removed from the to-do list?
• Have you received any new tasks or projects that require prioritization and need to be added to your goal list?
• What resources and support do you need to be most effective in completing the remaining goals for the year?
• What barriers or challenges are there that could affect performance enhancement?
• What knowledge, skills and abilities are required for your job?
• How can I help you get the job done?

Job year-end employee evaluation is an opportunity for enterprises to evaluate and develop orientations for employees in the future. Hope that the sharing of Viindoo in the above article will help businesses gain more experience in evaluating their employees.

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