Performance evaluation form sample

1. Performance evaluation form sample
Many organizations struggle with how to tell if their teams are effective. Others who
are just starting teams or have had working teams for some time wonder what type of
new or follow-up training they should provide to the teams in order ensure
effectiveness. Both needs can be met by developing a method of evaluating the teams.
Each team should participate separately in the evaluation process and it would be best
if the individual member's participation is anonymous so members do not feel
pressured to rank everything as going well. Anonymity will aid honesty in the
process. A process without honesty will not yield valuable information nor help lead
to the desired results.
The easiest and quickest method for individual evaluations is a form-based survey. A
standard form will provide a way to continually monitor the team needs on a quarterly
basis. A good standard evaluation will also make it easier to compare teams since all
teams will be measured in the same way for training purposes. A good team
evaluation form will ask questions about team roles, meetings, and group performance
with numbered rankings to determine training needs. An example ranking could be 1
for team always does this, 2 for often does, 3 for sometimes, 4 for occasionally does,
and 5 for never does this. For individual team growth, the evaluation form may also
include space for questions specific to the type of team, such as project completion
issues or work team attitudes and behavior.
Asking questions about the team and assigning ranks will help to determine if
additional training is needed. If the example ranks above are used, then where the
team ranks a question at a very high number, this would indicate a need for immediate
training in this area. If the rankings are very low numbers, then additional training
may not be needed or can wait until the team decides it is needed. For a middle
ranking, the team does need some training, but the need is not as immediate unless the
ranking changes.
What type of training is necessary based on evaluation rankings? If the ranks were
associated with roles, training to offer can include soft skills like leadership, methods
for encouraging participation, conflict resolution, time management, team stages and
roles, communication, giving and receiving performance feedback., interpersonal
skills, personality differences, diversity, or education on empowerment with authority
and accountability. Technical skills that may be required for specific members doing
certain roles include taking minutes or writing progress reports, computer
applications, organization, quality and statistics. For meetings, the higher rank should
indicate the team needs training in holding effective meetings, decision-making, or
techniques for idea generation and problem solving.
Questions related to group performance could indicate a need for a facilitated process
to aid in developing group purpose or mission statement and goal-setting. Or training
in time management, project planning/management and possibly detailed instruction
on procedures, process flow analysis, or policy may be required. If specific team

2. category questions were added, the resulting numbers for those questions will
determine the specialized training necessary. For example an Information Technology
project team may need project management training or some members may need
training on a specific computer language or application. Whereas a team of change
agents or a problem solving team may need change management, customer service,
domain analysis, or problem solving techniques.
After the training has been taken by the team members and after a few months have
passed. Re-evaluate the team to determine if the training is being effectively used or if
a refresher is needed. Keeping team performance evaluated and the members trained
are keys to successfulness and effectiveness of teams in an organization.
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