Modelo

Avaliação de Desempenho

O modelo de Avaliação de Desempenho* ajuda gestores a acompanhar a performance de seus times. Avaliar seus colaboradores é extremamente importante para as empresas – sem análises de desempenho, os colaboradores não conseguem identificar seus pontos fortes e/ou comportamentos que precisam ser melhorados.

Este modelo permite marcar reuniões de feedback com seus colaboradores, bem como coletar e fornecer feedback, ajudando-os a melhorar seu desempenho, assim como o comportamento de forma geral.

*Este modelo de processo está em inglês.

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Estrutura do modelo

Veja como está estruturado este template, este é apenas uma exemplo, você pode customizá-lo.

Supervisor Evaluation

Time for the supervisor to evaluate the employee.

  • 1. Responsible for evaluating

  • 2. Describe employee's biggest professional accomplishments during this evaluation period (at least 3)?

  • 3. List employee's strong points (at least three)

  • 4. List employee's key areas that need improvement (at least 3)

  • 5. Rate the employee on the following areas

    • Attitude
    • Responsibility
    • Work Quality
    • Job related Knowledge
    • Teamwork
    • Motivation
    • Innovation

Feedback Meeting

Face-to-face discussion of the evaluations!

  • 1. Instructions for a good feedback meeting

  • 2. Meeting date

  • 3. How was the employee's reaction to the feedback

    • Good
    • Neutral
    • Bad
  • 4. How was the feedback meeting?

  • 5. Employee's feedback?

Performance Action Plan

Based on the feedback, present a performance action plan for the next evaluation period!

  • 1. KEEP doing

  • 2. START doing

  • 3. STOP doing

  • 4. List three goals to be achieved until the next meeting based on the S.M.A.R.T. criteria

    • 1st Goal
    • 2nd Goal
    • 3rd Goal
  • 5. How should the employee achieve those goals?

  • 6. Next meeting

  • 7. Observations

Action Plan Follow-up

Follow up on the action plan goals!

  • 1. Were the goals achieved?

  • 2. If the answer is no, describe why and at what rate they weren't achieved

  • 3. Next steps

  • 4. Follow up results

Delivered

Awesome results!

Not Delivered

We can’t always get what we want 🙁

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