Creating effective employee evaluation forms in Halogen Performance

by Saba Software | Posted | Performance Management

Creating effective employee evaluation forms in Halogen Performance

Part of our mission to help our customers build a world-class workforce involves ensuring success with the Halogen TalentSpace™.

For this reason we’re introducing a new content series to the Halogen blog that is focused on helping our customers leverage the full value of our solutions. These articles also serve to introduce our other readers to the Halogen TalentSpace and how it can help organizations establish talent as a lasting competitive advantage.

These posts will run every few weeks and will highlight how to optimize your talent processes in Halogen.

Our first post in this series centers on how to create an evaluation form in Halogen that all employees love. Yes, you read that right: love.

Because when designed thoughtfully, an evaluation form gives managers and employees the information they need for high-performance.

Automating doesn’t mean you have to re-invent the wheel

Thoughtfully designed employee evaluation forms can help improve:

  • Employee performance through evaluation of critical competencies
  • Managers’ engagement with the evaluation process
  • The ability for HR and executives to better understand their workforce and make strategic decisions

That said, you don’t have to dump your old appraisal forms with Halogen Performance™. With our flexible form designer, you can take your existing forms and recreate them, so they are familiar and intuitive for managers and employees.

And if you need to create a new form, Halogen Performance comes pre-loaded with a library of appraisal forms based on industry best practices. You can use these samples to help re-create your forms.

So how do you do it? Following are 3 easy steps to help you create effective evaluation forms in Halogen Performance.

STEP 1: Identify the required form type and purpose

The first step is to identify what type of evaluation form you require and its purpose. For example, it could be an annual appraisal form:

Click to enlarge


Or a 30-60-90 day interim appraisal form:

Click to enlarge


Or an hourly employee performance appraisal form:

Click to enlarge


The possibilities are endless.

Defining the form’s purpose at the outset will help you design and build a form that includes only as much information as you truly require to help employees develop and improve.

Without a purpose or objective, you risk creating a form that is either so short that it does not provide enough detail, or so long that managers and employees lose interest and engagement with the evaluation process.

STEP 2: Define your form properties and establish your rating scale

The next step is to select your form properties, define your form’s appearance, and to choose your rating scale. Halogen Performance is flexible and offers many different options when creating forms.

For example, you may choose to enable the comment helper (a tool that helps managers provide effective feedback on appraisal forms), scoring, electronic signature, and the option to attach feedback to sections in the form.

You can even modify the appearance of the form with fonts and section headers that match your company brand.

You may also set up a scoring scale according to your specific needs. For example, if your organization uses an existing scoring scale out of five, you can set up the same scoring scale in Halogen Performance so managers and employees are comfortable from the beginning.

You can choose a rating style that works best for your organization, and even use different styles and ratings on different areas of the form.

For example, the matrix format is a very popular rating style as it allows many competencies to be rated in a condensed space:

Click to enlarge


The short rating style includes a brief description of each competency on the left with a configurable rating scale that is quick and easy to complete:

Click to enlarge


However, you should really consider using the best-practice long rating style as it provides descriptive statements illustrating the various levels of competency demonstration:

Click to enlarge

STEP 3: Define your form sections and flow

Now that you’ve set the type of form you want to create and the form elements, now you need to determine the specific sections to include and the order in which they appear on the form.

Keep in mind that a great form provides clear guidelines so managers and employees know exactly what information to provide, what ratings mean, how to get the information they need, etc. Be sure to include sections that include that kind of instruction.

What’s nice is that each form section in Halogen Performance is completely configurable and may be ordered in any way you like. Depending on your needs, those sections could include:

  • Company Header: Use this section to display your company logo and the title of your review form.
  • Employee Identification: This is a section where you can capture all the pertinent information about the employee being reviewed. e.g. employee name, job title, department, hire date, manager name, etc.
  • Static text: This section is intended for informational or instructional purposes. You may add whatever information you would like to appear on the form, such as instructions to help evaluators complete the form or a rating scale definition.
  • Goal Results: This section contains a list of the employee’s past goals and a field to comment on the employee’s progress towards them.
  • Goal Setting: This section lets managers assign new goals directly from the appraisal form.
  • Core Competencies: In this section, managers can evaluate employee performance based on pre-defined performance dimensions, such as a knowledge, skill, attitude or behavior, with the opportunity to include comments.
  • Development Plan: This section lets the evaluator add new development plans for the employee directly to a competency or goal. Separate development sections can be added for career development.
  • Employee and Manager Comments: These sections allow a space for the employee and manager to provide overall comments.
  • and more…

A great performance evaluation form has a logical flow

It moves from discussion about past performance to discussion about development needs, new goals, career aspirations and professional/career development needs.

The information the form provides and requests on the employee should be clear and unambiguous. It should guide managers and employees as they fill it out, and give HR and executives the information they need to make strategic decisions about their workforce.

And there you have it. Halogen Performance makes it easy to create employee evaluation forms that meet your specific performance assessment needs and are well received by your managers and employees!

What other evaluation form best practices would you suggest? Leave a comment below.

To learn more about best practice in creating employee evaluation forms, visit our Center of Excellence on this topic.

Related Articles

Close [x]

Get our Saba Blog Digest email delivered right to your inbox.

Join over 100,000 of your HR peers: