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Guidance covers pre-hire expectations, a 60–90 day probation process with corrective plans when needed, and annual or mid-year reviews using objective quantitative ratings plus narrative space for context, supporting comments, and employee supervisor discussion.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/employee-performance-review-form-sample-appendix/248328/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/employee-performance-review-form-sample-appendix/248328.png","ImageObject",442,249,{"name":88,"@type":89},"Jordan Avery","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-22","2026-09-12",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",10,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What should be established before hiring an employee for a performance review program?","Question",{"text":109,"@type":110},"Key position responsibilities and quality expectations should be clearly communicated during the interview and documented in a formal written job description.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"How is unsatisfactory performance handled during the probationary period?",{"text":114,"@type":110},"A system must be used to identify problem areas and create correction plans; the probation period may be extended depending on severity, and the employee should be involved in developing solutions.",{"name":116,"@type":107,"acceptedAnswer":117},"What should a performance review include besides numerical ratings?",{"text":118,"@type":110},"It should evaluate success in executing responsibilities, highlight excellence and improvement needs with an improvement plan, and assess general work habits such as detail, problem solving, professionalism, reliability, and communication, with space for supporting comments.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},248328,1791701350,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":136,"language":137,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":61,"update_tm":141,"read_time":76},1099523882367,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","To help ensure that your employees are productive and satisfied, and that your practice runs as smoothly as possible, it is important to set up a system of employee performance checks. This system should ensure that position responsibilities and standards of quality are clearly defined; that periodic, standardized checks are made on employee performance; that incentives are provided for employee excellence; and that established avenues for dealing with problems and/or sub-par performance are made known to and followed by everyone in the practice.  \nThe process of establishing a successful employee performance review program begins even before you hire an employee. In the interview, it is important that all key position responsibilities and expectations of quality are conveyed to the potential employee. Responsibilities should be explained to the candidate both in the interview and in a formal, written job description. By doing this, an individual to whom you offer a position will have a definite understanding of what will be expected of him should he take the job.  \nOnce a position has been filled, the new employee should be placed on a predetermined sixty or ninety day probationary period. At the conclusion of this period, the employee and her supervisor should meet to discuss the employee’s progress. If performance is satisfactory, the probationary period should be lifted. If, however, performance is unsatisfactory, an established system for identifying problem areas and plans for correcting them must be utilized. Depending on the seriousness of problems, an extension of the probationary period may be necessary at this time. For optimum effectiveness, the employee should be made fully aware of any perceived problems with her performance and involved in developing solutions for them.  \nTo keep formal records of an employee’s performance, many employers administer yearly performance reviews. These are typically completed either atthe end of the calendar year or on the anniversary of an employee’s hire date. Annual performance evaluation reviews may vary greatly from one employer to another, depending on the type of practice and the management style of the group. Within a practice, however, similar positions should be assessed using the same standards to help maintain objectivity and fairness. Employers may or may not decide to devise a system in which responsibilities, work habits, and goals are weighted according to importance, allowing them to calculate a quantifiable, overall performance score.  \nIn general, a performance review should include an evaluation of the employee’s success in executing position responsibilities; highlight both areas of excellence and areas that need improvement, including a specific plan for improving these deficiencies; and assess the employee’s general work habits, including, but not limited to, attention to detail, problem solving abilities, professionalism, reliability, and communication skills. The employer may also wish to include several goals designed to encourage the employee to excel at his or her job. The success of the employee in achieving these goals should then also be assessed in thereview.  \nA quantitative system for evaluating these factors should be established to help ensure that employees are reviewed objectively. Space, however, should also be provided to further illuminate quantitative ratings. Many employers use a numbered rating system where, for example, “1” denotes a strong need for improvement and “4” indicates excellence, but this method is not set in stone. It is also common to hold mid-year reviews in which the employee and supervisor assess the employee’s success to date, make appropriate adjustments, and note progress toward any predetermined goals.  \nFinally, it should be mentioned that these formal stages of the review process should be conducted in addition to, rather than in place of, frequent informal meetings to guide an employee in a productive and successfu","cbCairqcN2Ev7lgt","https://ap.wps.com/l/cbCairqcN2Ev7lgt","pdf",24880,7,"English","# Performance Review Program Setup\n## Pre-Hire Expectations and Job Description\n## Probationary Period and Follow-Up Meeting\n# Annual and Mid-Year Review Cycles\n## Objective Standards and Fairness\n## Quantitative Ratings With Narrative Context\n# Sample Performance Review Form Structure\n## Review Header Fields\n## Instructions, Ratings, and Comments\n## Responsibilities and General Work Habits","[{\"question\":\"What should be established before hiring an employee for a performance review program?\",\"answer\":\"Key position responsibilities and quality expectations should be clearly communicated during the interview and documented in a formal written job description.\"},{\"question\":\"How is unsatisfactory performance handled during the probationary period?\",\"answer\":\"A system must be used to identify problem areas and create correction plans; the probation period may be extended depending on severity, and the employee should be involved in developing solutions.\"},{\"question\":\"What should a performance review include besides numerical ratings?\",\"answer\":\"It should evaluate success in executing responsibilities, highlight excellence and improvement needs with an improvement plan, and assess general work habits such as detail, problem solving, professionalism, reliability, and communication, with space for supporting comments.\"}]","Employee Performance Review Form - Sample Appendix | PDF",1789245429]