1. Bi-Monthly Employee Performance Review
This employee performance appraisal form will cover a variety of day-to-day duties and
responsibilities of the HR Generalist here at Whatever INC. This form is intended to gauge the
employee’s performance on a scale of 0-4. The employee performance review is performed on a
bi-monthly basis.
Once the performance review is completed, the reviewing supervisor needs to add up all
the points given to the employee to see if they are eligible for a bi- monthly bonus, the incentive
for exceptional employee performance. Upon completing the review, the supervisor needs to go
over it with the employee and discuss why they got each rating and ask if there are any questions.
This review has been designed specifically for the position of the Human Resource Generalist
position, using the job requirements and expectations.
Employee Name: Cecil Dare Date of hiring: January 12th
2005
Location: Bluffton, IN
Position: HR Generalist
Department: Human Resources
Supervisor: Brent Wieland
Date: April 8, 2015 Length of time between evaluation
periods: Every two months
Bonus award program
80-150 points: employee has received enough points to receive a $400 bonus.
60-80 points: Employee has received enough points to receive a $250 bonus.
40-60 points: Employee receives a $100 bonus.
40 and below: No bonus awarded.
This point award system is for the motivation of our employees to perform at the very best
of their abilities and is rewarded once every two months when it is time to perform the
employee performance review.
0 - Does not show integrity and competency or does not show up to work.

2. 1 – Does not display the competencies required for the position and poor work performance.
2 – Performance in the position meets requirements.
3 – Work performance is adequate and consistently performs all responsibilities.
4 – Goes above the requirements for the position and exceeds all expectations.
Notice: In order for the employee to receive the highest performance rating listed in this
review, the employee needs to display that they are fully competent in their daily duties
and responsibilities. If the reviewing manager gives the employee a 4, the reviewing
manager needs to state in detail as to why they received that rating.
Human Resource daily responsibilities
4 Interview potential candidates.
3 Negotiate salaries with employees, also prepare salary structure and maintain it.
3 Discuss compensation and help manage compensation benefits throughout the company.
4 Investigate employee disputes and resolves conflicts.
3 Labor relations.
3 Design new employee onboarding procedures/ conducting orientation and making sure the new
employees have a smooth transition.
2 Prepare and conduct new employee orientations.
3 Creates and maintains employee files.
2 Allocate incoming employee information from different departments.
1 Assist departmental managers and Payroll administrators.
2 Creates detailed job descriptions.
2 Assists in decision making.
3 Approving of content in employee handbooks.
4 Handling of employee disputes.
2 Handling of procedural problems.
3 Makes arrangements for meetings. Policy review meetings.
2 Maintain company policies.
2 Enforcement of company policies and leave of absent forms.
2 Recommend new approaches to company goals.

3. 3 Assist in making company goals.
3 Assistance with the safety program.
3 Evaluation of the Daily Responsibilities of the Administrative Assistant:
3 Understanding of each position in the company.
3 Ensures that all employees are sufficiently trained for their respective position.
3 Demonstrates integrity in the workplace.
3 Planning of companywide employee events.
3 Handling of employees sensitive information.
Total points for daily responsibilities: 74 points.
Responsibilities that are not performed on a daily basis by the HR Generalist.
3 Participates in monthly meetings with management staff.
3 Conducts training programs for new employees.
3 Reports to payroll services before end of pay period.
2 Records accumulated sick days and vacation days.
3 Annual unemployment report.
3 Calculate the turnover rate within the company.
3 Manages mileage tracking and fuel cards for staff.
2 Participate and attend human resource summits once a year.
3 Handle special work contracts.
3 Prepare biweekly payroll information.
3 Manages employment insurance program.
Total points for daily responsibilities: 31 points.

4. Job competencies and responsibilities
4
Problem solving abilities.
3
Have open and good communication skills with employees. Approaches employee conflicts
with an open mind and takes no sides.
2
Keeps a good appearance adhering to company grooming standards and appropriate dress
attire.
4
Displays good attendance and sets an example for other employees.
3 Ability to adapt to change, and when faced with any type of change the employee handles it
with extreme professionalism.
3
Enforces company rules and uses the appropriate action when it comes to discipline and
termination.
3 Ability to execute new employee orientation programs in a successful and coherent manner.
3 Performance of daily responsibilities
3 Written skills, displays good written skills, punctuation and paragraph structure.
3 Interpersonal skills.
4 Oral skills, demonstrates very good oral skills during meetings and orientation.
3 Preparation and maintains employee disability forms.
3 Computer fluency/ attention to detail.
Total points for competencies: 41 points. Point total: 146.
Further comments: As the performance reviewing supervisor, I gave a 4 to the employee Cecil
Dare in the areas of (investigates employee disputes, and resolution of them, and interviewing of
potential candidates). My reasoning for giving Cecil a 4 in the area of investigating and resolving
employee disputes is because he routinely takes on employee disputes and resolves them in the
quickest manner. My reasoning for giving Cecil a 4 in the area of interviewing potential
candidates is because she has routinely hired very desirable employees for our company. Cecil
consistently arrives early to work and has never been late once, so I gave her a rating of a 4 in
that area. Also, Cecil consistently demonstrates very good oral and written communication skills.
In total Cecil scored a 146 therefore, she received the $400 bonus.