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Confidentiality is one of the aspects that companies, entities, and organizations value in managing a business as well as a group of individuals known as employees who are working for the business’s success. This is why there are tons of different forms, documents, and procedures that companies require for their employees and staff to complete ranging from non-disclosure agreements and statements that are incorporated into every paperwork. In addition to this, companies also use confidential evaluation forms for their employee, staff, and the management itself.

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Confidential Evaluation Form in PDF Format

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What Are Confidential Evaluation Forms?

Confidential evaluation forms are essentially used for assessing and rating an individual such as an employee or staff in the company. The statements and entries in the form are intended to be kept confidential by the management or the human resource personnel unless permitted by the employee. Additionally, the form is also often used annually along with other evaluation forms that are significant for determining an employee’s performance and contribution to the company’s business and organization.

How to Create a Confidential Evaluation Form

Creating a confidential evaluation form for a company is easy especially with the company’s guidelines, manuals, and individual job description forms for each job positions present in the company’s organization. Below are the steps that must be followed by an individual or a personnel who aims to make the form to target an assessment for employees, staff, and even the head managers of the company:

1.Create a header

This should be where the title of the form and the company’s name be stated. At the bottom of the header, an area for indicating the date of when the form is used can also be included as well as the assigned number for the form. you may also see Sample Business Evaluation Forms.

2. Allocate an employee information section

Identifying who the involved party or the subject of the evaluation is important, which is why an employee information section must be integrated into the form. This section will focus on gathering the basic details of the employee such as his job title, name, years of employment, the name of his immediate supervisor, and the department where his job position is assigned under.

3. Have an area for the details of the evaluation

Not only the employee’s supervisor and managers are the parties who will be using the evaluation form to assess and rate him but also random entities including the human resource personnel and the employee’s colleague can conduct the evaluation. This is why it is essential to know the details of the evaluation including the period of evaluation and its type of whether it is a monthly or annual evaluation, the name of the evaluator, and the scope of the evaluation.

4. Incorporate instructions and evaluation guidelines

Every variety of general evaluation form will have different instructions on how the form can be completed and how each rating will be used to reflect the assessments and the observations of the evaluator. With this, incorporating a set of instructions along with a number of guidelines in the form will aid the evaluator toward conducting an efficient, effective, and good evaluation regarding an employee or staff. Additionally, the rating scale that will be used for rating the employee’s performances and relative factors in the employee’s evaluation is also necessary to be indicated in this part of the form.

5. Categorize evaluation items

Generally, an employee’s output or work performance in the workplace is the main aspect to be evaluated by a company; however, there are also other factors that must be detailed in a confidential evaluation form such as the employee’s availability and attendance. These factors must be categorized and stated in the form inside different categories to ensure that the evaluator will be able to tackle on each factor and aspect as well as determine which among the categories of the form are deemed as the weaknesses and the strengths of the employee. you may also see Employee Evaluation Forms in PDF.

6. Include a comment and summarization section

Both the comment and the summarization sections must have enough blank spaces where the evaluator can discuss his points, opinions, and observations of the employee. Also, the evaluator must explain why the given ratings were appropriate for the employee along with the comments of the employee’s supervisor and the employee himself toward what he was able to receive as his evaluation.

After each block for the comments and summary statements, all parties who provided their insights must affix their signatures at the bottom of their written statements with the date of when they used the form. you may also see Evaluation Forms in PDF.

7. Indicate a section allotted for the development plans

This is where the action plans to help the employee improve his line of work will be enlisted and described. The plans must be aimed at helping the employee in a sustainable manner that can reach up to the next evaluation period. Nevertheless, both the evaluator and the employee must agree on what must be done in order to know what matters must be addressed and be resolved in the plan.

8. Have a signature block

The signature block must not only cater the evaluator’s signature but also the employee, the human resource personnel, and the employee’s supervisor. An agreement regarding the responsibility of the management to meet and inform the employee about the evaluation can also be stated before the signature block. If the agreement is included and the parties have signed, it indicates that the parties have fulfilled the statements in the agreement and have created a plan suitable for the employee.

In addition, companies can also incorporate other contents on the form to meet their evaluation procedures and purposes for their organization. Some companies will add follow-up categories while some will prefer to have fewer sections for an easier and faster process of gathering the evaluation.

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Objectives of Using Confidential Evaluation Forms

Companies and organizations have different needs as well as objectives for using confidential evaluation forms. Enlisted below are some of the common objectives that company management’s value for their employees and for their organization as well:

1. To acknowledge exemplary employee performance

Along with other employee performance evaluation forms, the management will be able to recognize those who among their employees have shown consistency in producing quality outputs and who are providing more than what is expected by the company. The form will aid the company in knowing as to whom they will reward the bonuses, as well as the job promotions that are prepared for employees who are eligible for the title.

2. To identify and address concerning areas

The form will define the employee’s weaknesses along with his strengths. With this, resolutions and plans will be created to guide the employee toward his individual improvement in the workplace.

3. To determine expectations

A confidential evaluation form does not only serve as an observatory tool for the employee but it is also where the evaluator and the management can highlight their expectations regarding the employee’s work and improvements. Additionally, the employee’s expectations in his job and for himself as he works in the company can also be included in the comments section of the form. you may also see Sample Work Evaluation Forms.

4. To integrate trust

The purpose of a confidential evaluation form example is to keep the evaluator’s identity anonymous to protect him from getting negative reactions and responses from the employees that he evaluated. With this, the company is integrating trust in their organization especially for their employees by means of letting employees know that only the authorized and eligible individuals are the ones who are evaluating them.

Also, it is the responsibility of the company to ensure that the evaluator’s identity will be retained as unknown as well as the results of an employee’s evaluation be kept within the evaluator, the employee, and the supervisor only.

5. To document results

Documentation is critically essential for any company and organization, which is why having a confidential evaluation form is a necessity that companies acknowledge. By using the form, the company will be able to obtain written statements from the evaluator and the other involved parties which will then serve as an evidence or an answer to be presented to the employee if he wants to clarify the reasons of why he is promoted or why he is called for an employee observation and improvement program.

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What to Enclose with a Confidential Evaluation Form?

Confidential evaluation forms can be used alone or with other documents that are related to the needs of the company especially when keeping the statements and contents of the form private. For this type of document, a confidentiality agreement form is useful and beneficial to be enclosed with. The confidentiality agreement will indicate the terms and the conditions, as well as the limitations of each involved party in using the form’s data and disclosing it to outside entities without a legal consent and permission. Moreover, some companies also prefer to incorporate a short statement about confidentiality in the form rather than using a separate document. Nevertheless, it depends on what the scope of confidentiality the company wants to mandate for choosing what they will include in the form.