Free form template · Word

KRA Evaluation Form

A KRA evaluation form assesses an employee on their key result areas – the main outcomes the role is accountable for – using weightage, success criteria and evidence of achievement. It is the core scoring sheet in most Indian appraisal systems and feeds the final rating.

Editable Word (.docx)
Made for India
23 fill-in fields highlighted
Free, no sign-up

Download Word (.docx) — free

Preview of the form

[Highlighted] = fill in

[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]

Weighted score formula: Sum of (Manager Rating × Weightage) ÷ 100. Final KRA score: [Score] out of 5.

Manager Comments

KRAs where performance was strongest	[Comments]
KRAs needing improvement and why	[Comments]
Suggested changes to KRAs for next year	[Comments]

Employee Comments

[Employee Comments]

Employee
[Employee Name]
Date: [Date]

Reporting Manager
[Reporting Manager]
Date: [Date]

Reviewer
[Reviewer Name]
Date: [Date]

Download Word (.docx) — free

What this template includes

KRA list aligned with the job description
Weightage for each KRA totalling 100%
Success criteria describing what "meets" looks like
Evidence of achievement column
Self and manager ratings side by side
Weighted KRA score and comments on next year’s KRAs

When to use it

Annual appraisal in companies that set KRAs at the start of the year
Roles with a mix of measurable and qualitative outcomes
Linking performance to job descriptions
Reviewing whether KRAs need to change for next year

How to customise this template

1Take KRAs from the job description and the goal-setting form
2Write success criteria for qualitative KRAs (e.g. "zero repeat audit findings")
3Give heavier weightage to KRAs that drive business results
4Add a reviewer rating column for two-level evaluation

HR tips

Limit to five to seven KRAs so each one matters
Discuss any big gap between self and manager ratings openly
Record evidence during the year, not only at review time
Revisit KRAs when the role changes mid-year

For HR & hiring managers

Experienced and fresher candidates across India — blue, grey and white collar. Post a job in 5 minutes and start receiving applications.

Post a job free See plans

Post in 5 minutesDescribe the role in one line — we write the job description.
Verified applicantsEvery applicant has a verified mobile number.
Resume databaseSearch experienced candidates by skill, city and experience.

Frequently asked questions

What is a KRA in appraisal?+

A Key Result Area is a major area of responsibility for which an employee is accountable, such as revenue growth, statutory compliance or customer retention.

How do you calculate the KRA score?+

Multiply each KRA rating by its weightage, add the results and divide by 100 to get a weighted score out of 5.

Who sets KRAs?+

The reporting manager sets KRAs with the employee at the start of the year, aligned to department goals and the job description.

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

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

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]

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]

Form · Word

KPI Evaluation Form

Download .docx

[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]

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]

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

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

Download .docx

KRA Evaluation Form

Preview of the form

Rating Scale

Key Result Areas

Manager Comments

Employee Comments

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

Related HR templates