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Employee evaluation form
For managers and small-business owners running reviews without HR software. Each rating has to come with an example from the review period. That helps keep the review about the whole period, not only the last few weeks.
Copies the form into your account after you sign in with Google. You can change anything before publishing.
Employee evaluation form· preview, nothing is sent
Columns in your Google Sheet
Each response becomes one row with these columns.
| _submission_id | _submitted_at | _form_version | Employee name | Reviewer | Review period from | Review period to | Quality of work | Example for quality of work | Teamwork and communication | Example for teamwork and communication | Goals set for this period | Strengths to build on | Goals for the next period |
|---|
What this form asks, and why
- Employee namerequired Filter by this column to see one person's reviews over the years.
- Reviewerrequired Shows who gave each rating, useful when managers change.
- Review period fromrequired Pins the review to dates, so it covers the whole period.
- Review period torequired With the start date, it makes clear which period a rating covers.
- Quality of workrequired Named levels instead of numbers, so 'meets' means the same to every reviewer.
- Example for quality of workrequired Required: a rating without an example is hard to explain or defend.
- Teamwork and communicationrequired The same scale for every criterion keeps ratings comparable.
- Example for teamwork and communicationrequired An example from the period, not from last week.
- Goals set for this periodrequired Links this review to the goals set in the last one.
- Strengths to build on Reviews that only list gaps miss what to keep doing.
- Goals for the next periodrequired Becomes the starting point of the next review.
Fields people often add
- Employee's self-assessment
- Job title and department
- Training or support needed
- Overall rating
Common mistakes
- Rating from memory: recent weeks crowd out the rest of the period. Keep notes during the year and give an example for every rating.
- Undefined scales: one manager's 'meets' is another's 'exceeds'. Use named levels and a 'Not observed' option, so nobody guesses.
- Sharing the link or the sheet too widely: anyone with the form link can submit, and the sheet holds performance data. Keep both with the reviewers.
- Averaging the rating labels: they're written as text. Count them with COUNTIF on a separate tab.
Share it or put it on your site
Publish to get a link on freelyforms.link, or embed it on your website. Responses go to your Google Sheet.
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