Performance Appraisal Report: Evaluation of Employee Performance

This report analyzes a performance appraisal memo from a company manager to an employee. The memo details the employee's performance, highlighting issues such as tardiness, distractions, and incomplete tasks. The manager evaluates the employee's work against company policies and expectations, noting a lack of improvement since a previous meeting. The report also discusses the consequences of the poor performance, including the termination of employment. The memo references specific instances of poor performance, such as missed meeting schedules and delayed reports, and emphasizes the importance of customer satisfaction and employee skill development. The report concludes by outlining the company's actions regarding the termination, including severance pay and potential assistance with the employee's transition. Works cited are provided, referencing materials related to performance appraisal and employee rights.

Surname 1
Student’s Name
Professor’s Name
Course
Date
Performance Appraisal Memorandum
To: Mary Smith
From: Donald Michaels, Company Manager
Date: 13th March 2018
Re: Performance Appraisal Memorandum
This Memo gives a summary of your performance evaluation from 11th December to 11th
March that focuses on your goals, experiences and the way forward after the assessment.
After close evaluation, it was sad to note that due to your previous performances, I had to
place you in the last category that describes your work as not to the required standards and
change is essential (Bernardin, John, and Michael, 43).
During this assessment, I cross-checked your work to that described in the company’s
hiring document. You were required to follow some rules and also carry out specific
duties.

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I. Ensure that every client that visited the company filled in the entry form at the
reception.
II. Careful recording of all meetings for ease of remembering.
III. Allocating and organizing venues and time for the different organizational meeting.
IV. The company had a policy of ensuring that all their employees arrived at work in time
V. The employee had an obligation of providing they are not distracted during working
hours.
From the above requirements and duties, I had the opportunity to evaluate your current
performance status as described below.
I. Regarding time consciousness, I noted that for two weeks starting from 15th January to
30th January, you always arrived late for work when other employees had already
started on their work.
II. Regarding distractions at work, I realized that it had become a habit for you to talk too
much on the form rather than attending to the customers and other obligations.
III. In addition to the evaluations mentioned above, your work was also questionable.
Most of the times I would note some missing meeting schedules and delayed
submission of reports and documents. These delayed could be due to the unusual
lateness and distractions during your working hours. Earlier this month, I missed an
important meeting because you planned the venue and time late which cost the
company a significant client.
From these evaluations, it is very crucial that you take note of the mentioned incompetent
behaviors. The goal of this company is to ensure customer satisfaction and also improving
employee’s skills. However, your latest performances do not seem to fit in the company’s

Surname 3
goals. During our last performance appraisal meeting, we reviewed your work which you
promised to change and provide excellent results. However, since that meeting, I have not
noticed any improvements in your work (Sperino & Sandra, 2031). It is, therefore, my regret
to mention that I have terminated your employment with this company efficiently.
Due to your termination, the company would carry some details with you:
I. The company will provide you with a salary for the half part of the month that you
have worked for us and promised to help you in your transition if you need it.
Thank you for your contribution and time that you have dedicated to this company
Company’s Manager Signature and date

Surname 4
Works Cited
Bernardin, H. John, and Michael Wiatrowski. "Performance appraisal." Psychology and
Policing 257 (2013).
Sperino, Sandra F. "Retaliation and the Reasonable Person." Fla. L. Rev. 67 (2015): 2031.