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KPI Evaluation Form

A KPI evaluation form measures an employee against quantified key performance indicators, each with a formula, data source, weightage and target. Achievement percentages are converted into ratings using a defined scale, giving an objective, data-backed score for the review period.

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[Company Logo][Company Name]

KPI EVALUATION FORM

Company:: [Company Name]
Evaluation Period:: [DD/MM/YYYY] to [DD/MM/YYYY]
Form Ref.:: [Reference Number]

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]

Achievement to Rating Scale

Achievement vs Target	Rating	Label
110% and above	5	Outstanding
100% – 109%	4	Exceeds
90% – 99%	3	Meets
75% – 89%	2	Partially Meets
Below 75%	1	Does Not Meet

KPI Definitions and Scores

KPI	Formula	Data Source	Weightage (%)	Target	Actual	Achievement %	Rating	Weighted Score
[KPI 1]	[Formula]	[Report / System]	[%]	[Target]	[Actual]	[%]	[1–5]	[Score]
[KPI 2]	[Formula]	[Report / System]	[%]	[Target]	[Actual]	[%]	[1–5]	[Score]
[KPI 3]	[Formula]	[Report / System]	[%]	[Target]	[Actual]	[%]	[1–5]	[Score]
[KPI 4]	[Formula]	[Report / System]	[%]	[Target]	[Actual]	[%]	[1–5]	[Score]
[KPI 5]	[Formula]	[Report / System]	[%]	[Target]	[Actual]	[%]	[1–5]	[Score]
Total			100					[Total]

Data Notes and Exclusions

Data issues identified	[Notes]
Agreed exclusions (e.g. territory change, system downtime)	[Notes]
Final KPI rating (weighted, 1–5)	[Rating]

Discussion

KPIs to improve next period and action plan	[Comments]
Employee comments	[Employee Comments]

Both parties confirm that the KPI data above has been reviewed and the scores are based on the agreed definitions.

Employee
[Employee Name]
Date: [Date]

Reporting Manager
[Reporting Manager]
Date: [Date]

HR
[HR Name]
Date: [Date]

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What this template includes

KPI definition with formula and data source to avoid disputes
Weightage totalling 100%
Achievement percentage to rating conversion scale
Weighted score per KPI
Space to note data issues or exclusions
Employee and manager sign-off on the data

When to use it

Roles with measurable output, such as sales, operations, collections and support
Quarterly or annual appraisals based on hard data
Calculating KPI-linked incentives or variable pay
Replacing subjective ratings with a numbers-based method

How to customise this template

1List four to seven KPIs agreed at the start of the period
2Write the formula exactly, e.g. "Collections received ÷ amount due × 100"
3Name the report or system the data comes from
4Adjust the achievement-to-rating scale to your incentive policy

HR tips

Agree KPI definitions in writing before the period starts
Exclude factors outside the employee’s control transparently
Avoid KPIs that encourage the wrong behaviour, e.g. call count without quality
Cross-check numbers with finance or MIS before the review

For HR & hiring managers

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Frequently asked questions

What is the difference between KPI and KRA?+

A KRA is a broad area of responsibility, such as customer service. A KPI is a specific measure within it, such as complaint resolution within 48 hours.

How is KPI achievement converted into a rating?+

Calculate achievement as a percentage of target, then map it to a rating band, for example 110% and above = 5 and 90–99% = 3.

How many KPIs should an employee have?+

Usually four to seven. Too many dilute focus; too few miss important parts of the role.

All 50 performance appraisal & reviews →

[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

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[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
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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]

[Company Logo][Company Name]

KRA EVALUATION FORM

Company:: [Company Name]
Appraisal Year:: [YYYY–YY]
Date of Evaluation:: [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

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

Key Result Areas

No.	KRA	Weightage (%)	Success Criteria	Evidence of Achievement	Self Rating	Manager Rating	Weighted Score
1	[KRA 1]	[%]	[Criteria]	[Evidence]	[1–5]	[1–5]	[Score]
2	[KRA 2]	[%]	[Criteria]	[Evidence]	[1–5]	[1–5]	[Score]
3	[KRA 3]	[%]	[Criteria]	[Evidence]	[1–5]	[1–5]	[Score]
4	[KRA 4]	[%]	[Criteria]	[Evidence]	[1–5]	[1–5]	[Score]
5	[KRA 5]	[%]	[Criteria]	[Evidence]	[1–5]	[1–5]	[Score]

Form · Word

KRA Evaluation Form

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[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

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[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

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[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

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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]

Form · Word

Half-Yearly Appraisal Form

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[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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KPI Evaluation Form

Preview of the form

Achievement to Rating Scale

KPI Definitions and Scores

Data Notes and Exclusions

Discussion

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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