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Employee Performance Log Employee Name Supervisor Name Date Situation (Positive, Negative or Neutral) Outcome/Result/Action Taken Performance Interview Planning Checklist Preparation Interview Planning

How to fill out employee performance log

How to fill out employee performance log:

1. Start by gathering all relevant information about the employee, such as their job title, department, and key responsibilities. This will help provide context for the evaluation.
2. Clearly define the goals and objectives for the employee. These should be specific, measurable, attainable, relevant, and time-bound (SMART). This will serve as a reference point for assessing their performance.
3. Use a rating scale or criteria to evaluate the employee's performance. This can be based on factors such as job knowledge, quality of work, communication skills, teamwork, and adherence to company policies.
4. Provide specific examples or incidents to support your evaluation. These can be positive or negative instances where the employee demonstrated exceptional or subpar performance.
5. Include comments or feedback to explain the reasoning behind each rating. This can help the employee understand their strengths and areas for improvement.
6. Set goals for future improvement. Identify areas where the employee can enhance their skills or knowledge, and suggest actionable steps they can take.
7. Schedule a meeting with the employee to discuss their performance evaluation. This is an opportunity to give them feedback, address any concerns, and set expectations for the future.

Who needs an employee performance log:

1. Employers or managers: Keeping an employee performance log allows employers or managers to track and document an employee's performance over time. It serves as a record for performance evaluations, promotions, salary adjustments, and other employment-related decisions.
2. Human resources personnel: HR departments often rely on employee performance logs to assess and compare the performance of different employees, identify training needs, and determine appropriate rewards or disciplinary actions.
3. Employees themselves: A performance log can help employees track their own progress, identify areas for improvement, and set personal goals for career development. By reviewing their own evaluations, employees can take proactive steps to enhance their performance and meet expectations.

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