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Health Corporate Network Nurse West Level 11, 81 St. Georges Terrace Perth WA 6000 Tel (08× 6444 5300 Fax (08× 6444 5141 Nurse West. HAN health.Wei.gov.AU NWFRM5 DESCRIPTION OF PERFORMANCE PAGE

How to fill out description of performance form

How to fill out the description of a performance form:

1. Start by gathering all necessary information: Before you begin filling out the description of a performance form, make sure you have all the relevant details required. This might include the employee's name, job title, department, and the timeframe being evaluated, among other things.
2. Review the performance criteria: Familiarize yourself with the performance criteria against which the employee will be evaluated. This could be a list of skills, competencies, or goals that are expected to be met.
3. Provide specific and measurable examples: When describing the employee's performance, be sure to use specific and measurable examples to support your statements. Instead of making vague statements like "performs well," provide concrete examples of when and how the employee demonstrated exceptional performance.
4. Use action verbs: To make the description of the performance more impactful, use action verbs to describe the employee's accomplishments or areas of improvement. Action verbs convey a sense of activity and achievement, making the evaluation more compelling.
5. Be objective and fair: Maintain objectivity while providing feedback on the employee's performance. Avoid personal biases or subjective opinions, and focus on the facts and evidence. Constructive criticism should be provided respectfully and with the intention of helping the employee grow and develop.
6. Offer suggestions for improvement: Along with recognizing the employee's achievements, it is essential to identify areas where improvement is needed. Offer specific suggestions on how the employee can enhance their performance or acquire new skills to excel in their role.
7. Proofread and revise: Once you have completed the description, take the time to proofread and revise your evaluation. Check for any grammatical errors or unclear statements and make the necessary edits to ensure clarity and coherence.

Who needs a description of a performance form?

1. Employees: A description of a performance form is essential for employees as it provides them with feedback on their performance. It allows them to understand their strengths, weaknesses, and areas for improvement. Additionally, this information can be used for career planning and setting new goals.
2. Managers/supervisors: Managers and supervisors require a description of a performance form to evaluate and assess their employees' performance. It helps them track progress, provide feedback, and make informed decisions regarding promotions, raises, or training opportunities.
3. Human Resources: Human Resources departments utilize the description of a performance form to maintain records of employees' performance evaluations. This information is crucial for making decisions related to performance-based rewards, succession planning, or identifying potential training needs within the organization.

For pdfFiller’s FAQs

What is description of performance form?

The performance form is a document that provides a detailed description of an individual's work performance and achievements.

Who is required to file description of performance form?

Employees are usually required to file the description of performance form for annual performance reviews.

How to fill out description of performance form?

Employees can fill out the performance form by documenting their accomplishments, goals, strengths, weaknesses, and areas for improvement.

What is the purpose of description of performance form?

The purpose of the performance form is to evaluate an individual's performance, set goals for improvement, and provide feedback for professional development.

What information must be reported on description of performance form?

The performance form typically includes information about the employee's job duties, goals, accomplishments, strengths, areas for improvement, and feedback from supervisors.

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