Plantilla de revisión anual del desempeño
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Recruitment
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General Information
- Employee Name: [Employee's Name]
- Position: [Employee's Position]
- Department: [Employee's Department]
- Reviewer(s): [Name(s) of Reviewer(s)]
- Review Period: [Start Date] - [End Date]
Performance Summary
Overall Performance Rating: [Rating, e.g., Outstanding, Exceeds Expectations, Meets Expectations, Needs Improvement]
Key Achievements:
- [Achievement 1]
- [Achievement 2]
- [Achievement 3]
Major Contributions:
- [Contribution 1]
- [Contribution 2]
- [Contribution 3]
Goal Review
Previous Year's Goals:
- Goal 1: [Description of Goal 1]
- Outcome: [Achievement Status and Details]
- Goal 2: [Description of Goal 2]
- Outcome: [Achievement Status and Details]
- Goal 3: [Description of Goal 3]
- Outcome: [Achievement Status and Details]
Summary of Goal Achievement: [Brief summary of overall goal achievement]
Competency Evaluation
Technical Skills:
- [Skill 1]: [Rating and Comments]
- [Skill 2]: [Rating and Comments]
- [Skill 3]: [Rating and Comments]
Soft Skills:
- Communication: [Rating and Comments]
- Teamwork: [Rating and Comments]
- Problem-Solving: [Rating and Comments]
- Adaptability: [Rating and Comments]
Strengths
- [Strength 1]
- [Strength 2]
- [Strength 3]
Areas for Improvement
- Area 1: [Description and Suggestions for Improvement]
- Area 2: [Description and Suggestions for Improvement]
- Area 3: [Description and Suggestions for Improvement]
Development Plan
Training and Development Needs:
- [Training Need 1]
- [Training Need 2]
- [Training Need 3]
Goals for the Upcoming Year:
- Goal 1: [Description of Goal 1 and Expected Outcomes]
- Goal 2: [Description of Goal 2 and Expected Outcomes]
- Goal 3: [Description of Goal 3 and Expected Outcomes]
Employee Feedback
Employee's Comments:
- [Employee's Comments and Feedback]
Employee's Suggestions for Improvement:
- [Employee's Suggestions]
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The Importance of Making Minutes for Every Annual Performance Review
Creating minutes for every annual performance review is a critical practice that benefits both employees and the organization. Here’s why it’s essential:
Accurate Documentation
Minutes provide a precise record of the discussion, capturing the key points, feedback, goals, and agreed-upon action items. This documentation ensures that there is a clear, accurate reference for future evaluations, promotions, or disciplinary actions.
Accountability
Recording the details of the performance review helps hold both the employee and management accountable. It ensures that both parties follow through on commitments, whether it’s an employee’s goal or a manager’s promise to provide resources or support.
Coherencia y equidad
Las actas garantizan que todos los empleados sean evaluados de manera consistente y justa. Al documentar cada revisión de manera estructurada, las organizaciones pueden garantizar que se apliquen los mismos estándares y criterios a todos los empleados, lo que reduce el riesgo de sesgo o favoritismo.
Protección legal
En caso de disputas o impugnaciones legales, tener actas detalladas de las revisiones de desempeño puede proporcionar evidencia crucial de que la organización siguió los procedimientos adecuados y trató al empleado de manera justa. Esto puede proteger a la organización de posibles litigios.
Seguimiento de objetivos
La documentación de los objetivos y planes de acción acordados proporciona una hoja de ruta clara para el desarrollo del empleado. Ayuda a establecer objetivos mensurables y a hacer un seguimiento del progreso a lo largo del año.
Referencia para futuras revisiones
Las actas de las revisiones anteriores proporcionan un contexto valioso para las evaluaciones futuras. Ayudan a evaluar el desarrollo a largo plazo y a identificar puntos fuertes constantes o problemas recurrentes, lo que ayuda a tomar decisiones más informadas.
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