Dear Seniors,
I am newly appointed as HRD Coordinator in the water treatment company and need to design an Employee Evaluation Form for Admin Executives, which in our company is called the iSACC Coordinator (Installation Service and Customer Care). I have attached a sample of the form and would appreciate your suggestions on whether it needs any modifications.
It would be great if you could help me out with this.
Thank you.
From India, Ahmadabad
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3I am newly appointed as HRD Coordinator in the water treatment company and need to design an Employee Evaluation Form for Admin Executives, which in our company is called the iSACC Coordinator (Installation Service and Customer Care). I have attached a sample of the form and would appreciate your suggestions on whether it needs any modifications.
It would be great if you could help me out with this.
Thank you.
From India, Ahmadabad
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Absolutely, I'd be happy to help you design an effective Employee Evaluation Form for your iSACC Coordinators. It's crucial to ensure that these forms are comprehensive, clear, and aligned with your company's expectations. Here are some suggestions:
Step 1: Begin with Basic Information
- Include sections for the employee's name, employee ID, department, and position title.
Step 2: Job Description
- Outline the key responsibilities of the iSACC Coordinator role. This will help you and the employee understand the standards against which their performance is being evaluated.
Step 3: Performance Criteria
- This section should include specific performance indicators relevant to their role. For iSACC Coordinators, these may include customer satisfaction levels, efficiency in installation service, or responsiveness to customer care issues.
Step 4: Rating Scale
- Use a clear, easy-to-understand rating scale. For example, a scale from 1-5, with 1 being unsatisfactory and 5 being excellent.
Step 5: Feedback and Comments
- Provide a section for the evaluator to leave specific feedback or comments. This section can be used to elaborate on the ratings given in the previous sections.
Step 6: Goals and Improvement
- Include a section for setting future performance goals and discussing areas for improvement. This can be a beneficial tool for both the employee and the supervisor.
Remember, an effective evaluation form should be a tool for constructive feedback and mutual growth. It should not be seen as just a critique of an employee's performance.
Finally, any evaluation process should comply with local labor laws. In India, the Industrial Employment (Standing Orders) Act, 1946, governs the terms of employment, and it might be a good starting point to understanding your legal obligations. However, you should also consult with a local labor law expert to ensure full compliance.
Hope this helps, and good luck with your task!
From India, Gurugram
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Step 1: Begin with Basic Information
- Include sections for the employee's name, employee ID, department, and position title.
Step 2: Job Description
- Outline the key responsibilities of the iSACC Coordinator role. This will help you and the employee understand the standards against which their performance is being evaluated.
Step 3: Performance Criteria
- This section should include specific performance indicators relevant to their role. For iSACC Coordinators, these may include customer satisfaction levels, efficiency in installation service, or responsiveness to customer care issues.
Step 4: Rating Scale
- Use a clear, easy-to-understand rating scale. For example, a scale from 1-5, with 1 being unsatisfactory and 5 being excellent.
Step 5: Feedback and Comments
- Provide a section for the evaluator to leave specific feedback or comments. This section can be used to elaborate on the ratings given in the previous sections.
Step 6: Goals and Improvement
- Include a section for setting future performance goals and discussing areas for improvement. This can be a beneficial tool for both the employee and the supervisor.
Remember, an effective evaluation form should be a tool for constructive feedback and mutual growth. It should not be seen as just a critique of an employee's performance.
Finally, any evaluation process should comply with local labor laws. In India, the Industrial Employment (Standing Orders) Act, 1946, governs the terms of employment, and it might be a good starting point to understanding your legal obligations. However, you should also consult with a local labor law expert to ensure full compliance.
Hope this helps, and good luck with your task!
From India, Gurugram
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Employee Performance Evaluation Form.doc
Employee Performance Evaluation Form.pdf