Free form template · Word

Half-Yearly Appraisal Form

A half-yearly appraisal form captures the mid-year (H1) review, typically held in October for an April–March cycle. It checks progress on annual goals, rates performance so far and agrees course corrections for the second half, so there are no surprises at the year-end appraisal.

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[Company Logo][Company Name]

HALF-YEARLY (H1) APPRAISAL FORM

Company:: [Company Name]
Review Period:: April [YYYY] – September [YYYY]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale for H1 Performance

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section 1: Progress on Annual Goals

Annual Goal	Annual Target	Achieved in H1	% Completed	H1 Rating	Comments
[Goal 1]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 2]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 3]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 4]	[Target]	[Achieved]	[%]	[1–5]	[Comments]

Section 2: Goal Changes (if any)

Original Goal	Revised Goal / Dropped	Reason for Change	Approved By
[Original Goal]	[Revised Goal]	[Reason]	[Name]
[Original Goal]	[Revised Goal]	[Reason]	[Name]

Section 3: Behaviour and Working Style in H1

Strengths shown in H1	[Comments]
Areas needing attention in H2	[Comments]
Overall H1 rating (1–5)	[Rating]

Section 4: H2 Priorities and Course Correction

Priority for October–March	Action Required	Support Needed	Check-in Date
[Priority 1]	[Action]	[Support]	[DD/MM/YYYY]
[Priority 2]	[Action]	[Support]	[DD/MM/YYYY]
[Priority 3]	[Action]	[Support]	[DD/MM/YYYY]

Section 5: Training Needs

Training or certification recommended	[Training]
Proposed timeline	[Timeline]

Employee comments:
[Employee Comments]

This H1 review is a checkpoint. The final rating for the year will be decided in the annual appraisal.

Employee
[Employee Name]
Date: [Date]

Reporting Manager
[Reporting Manager]
Date: [Date]

HR
[HR Name]
Date: [Date]

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What this template includes

H1 period and review date
Goal progress table showing percentage completion
Five-point rating scale for H1 performance
Goal changes section to record revised or dropped targets
H2 priorities and course correction
Training needs identified at mid-year

When to use it

Mid-year review in October for April–March appraisal cycles
Companies that pay variable pay or increments twice a year
Re-setting goals that changed because of business priorities
Flagging early performance concerns before year end

How to customise this template

1Copy the annual goals from the goal sheet into the progress table
2Mark any goal changed due to business needs and note the reason
3Decide whether the H1 rating feeds into the final annual rating
4Shorten the competency section if you only check goals at mid-year

HR tips

Treat H1 as a coaching checkpoint rather than a mini-appraisal
Document goal changes clearly so year-end ratings are fair
Raise any serious concern now with a support plan, not at year end
Keep the meeting within 45–60 minutes

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Frequently asked questions

What is a half-yearly appraisal?+

It is a mid-year review of performance against annual goals, usually held six months into the appraisal year. It allows the manager and employee to correct course for the second half.

Is increment given in the half-yearly appraisal?+

It depends on company policy. Some firms, especially in sales and IT services, give increments or variable pay twice a year; most use the H1 review only for feedback.

Can goals be changed at mid-year?+

Yes, if business priorities have changed. Record the revised goal, the reason and the approval in the goal-change section.

All 50 performance appraisal & reviews →

[Company Logo][Company Name]

ANNUAL PERFORMANCE APPRAISAL FORM

Company:: [Company Name]
Appraisal Year:: April [YYYY] – March [YYYY]
Form Ref.:: [Reference Number]

Part A: Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Reviewer (Skip-level Manager)	[Reviewer Name]

Part B: Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Part C: Key Result Areas (70% weightage)

Form · Word

Annual Performance Appraisal Form

Download .docx

[Company Logo][Company Name]

SELF-APPRAISAL FORM

Company:: [Company Name]
Appraisal Period:: [DD/MM/YYYY] to [DD/MM/YYYY]
Submit to Manager by:: [DD/MM/YYYY]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section 1: Self-Rating on KRAs

KRA	Weightage (%)	What I Achieved (with evidence)	Self Rating (1–5)
[KRA 1]	[%]	[Achievement]	[Rating]
[KRA 2]	[%]	[Achievement]	[Rating]
[KRA 3]	[%]	[Achievement]	[Rating]
[KRA 4]	[%]	[Achievement]	[Rating]

Form · Word

Self-Appraisal Form

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[Company Logo][Company Name]
APPRAISAL DISCUSSION FORM
Company:
[Company Name]
Appraisal Cycle:
[YYYY–YY]
Discussion Date:
[Date]
Employee Name [Employee Name]
Employee ID [Employee ID]
Designation [Designation]
Department [Department]
Reporting Manager [Reporting Manager]
Date of Joining [Date of Joining]
Work Location [Work Location]
1. Preparation Checklist
- Self-appraisal received from employee
- Manager draft ratings completed with evidence
- Goal sheet and previous review notes available
- Private room or video link booked for 45–60 minutes
- Training and career options for the employee identified
2. Discussion Guide
1. Looking back, what are you most satisfied with this year?
2. Which goals were hardest to achieve and why?
3. How do you see your overall performance compared with the expectations set?
4. Here is my view of your performance and the reasons for it.
5. Where do our views differ, and what evidence should we consider?
6. What support or changes would help you perform better?
7. What would you like to learn or take on next year?
Form · Word
Appraisal Discussion Form
Download .docx

[Company Logo][Company Name]

EMPLOYEE PERFORMANCE REVIEW FORM

Company:: [Company Name]
Review Date:: [Date]
Review Period:: [DD/MM/YYYY] to [DD/MM/YYYY]

1. Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Review Type: Mid-year / Ad-hoc / Transfer / Employee-requested

2. Rating Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

3. Core Job Factors

Form · Word

Employee Performance Review Form

Download .docx

[Company Logo][Company Name]

ANNUAL REVIEW FORM

Company:: [Company Name]
Review Year:: [YYYY–YY]
Meeting Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Part 1: Year in Review (to be completed by the employee)

Three achievements I am most proud of this year	[Answer]
A challenge I faced and how I handled it	[Answer]
New skills or knowledge I gained	[Answer]
Something I would do differently	[Answer]
Support that would help me do my best work	[Answer]

Part 2: Objectives versus Outcomes

Objective Set Last Year	Outcome	Fully / Partly / Not Achieved	Manager Remarks
[Objective 1]	[Outcome]	[Status]	[Remarks]
[Objective 2]	[Outcome]	[Status]	[Remarks]
[Objective 3]	[Outcome]	[Status]	[Remarks]
[Objective 4]	[Outcome]	[Status]	[Remarks]

Form · Word

Annual Review Form

Download .docx

[Company Logo][Company Name]

EMPLOYEE SELF-EVALUATION FORM

Company:: [Company Name]
Date:: [Date]
Purpose:: One-to-one / Mid-year check-in / Career discussion

About You

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Reflection Questions

What piece of work are you most proud of recently, and why? [Answer]
Which tasks do you find most difficult or time-consuming? [Answer]
What feedback have you received from colleagues or customers? [Answer]
What would make you more effective in your role? [Answer]

Skills Self-Check Scale

Form · Word

Employee Self-Evaluation Form

Download .docx

[Company Logo][Company Name]
MANAGER EVALUATION FORM (UPWARD FEEDBACK)
Company:
[Company Name]
Manager Being Evaluated:
[Reporting Manager]
Department:
[Department]
Survey Closes:
[DD/MM/YYYY]
This form is anonymous. Do not write your name. Responses are collected by HR, combined with others and shared with your manager only as overall themes. Please answer honestly and respectfully, based on your own experience.
Agreement Scale
Score Meaning
5 Strongly agree
4 Agree
3 Neither agree nor disagree
2 Disagree
1 Strongly disagree
Section 1: Direction and Communication
Statement Score (1–5)
My manager sets clear goals and priorities for me [Score]
My manager keeps the team informed about changes [Score]
My manager is available when I need guidance [Score]
Form · Word
Manager Evaluation Form
Download .docx
[Company Logo][Company Name]
PEER REVIEW FORM
Company:
[Company Name]
Review Cycle:
[YYYY–YY]
Return to HR by:
[DD/MM/YYYY]
Employee Being Reviewed
Employee Name [Employee Name]
Designation [Designation]
Department [Department]
About Your Working Relationship
How do you work with this colleague? (same team / cross-team project / internal customer) [Answer]
For how long have you worked together? [Months]
Rating Scale
Form · Word
Peer Review Form
Download .docx

Score	Meaning
5	Strongly agree
4	Agree
3	Neither agree nor disagree
2	Disagree
1	Strongly disagree

Statement	Score (1–5)
My manager sets clear goals and priorities for me	[Score]
My manager keeps the team informed about changes	[Score]
My manager is available when I need guidance	[Score]

How do you work with this colleague? (same team / cross-team project / internal customer)	[Answer]
For how long have you worked together? [Months]

Half-Yearly Appraisal Form

Preview of the form

Rating Scale for H1 Performance

Section 1: Progress on Annual Goals

Section 2: Goal Changes (if any)

Section 3: Behaviour and Working Style in H1

Section 4: H2 Priorities and Course Correction

Section 5: Training Needs

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

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