Score each criterion from 1 to 5 in the sheet above and the employee's evaluation result and rating appear at once; then open the evaluation form to sign it, or the performance charter and the improvement plan.
Each criterion's weighted score = weight × score ÷ 5, and the overall result is their sum, provided the weights total 100%. In the example shown the result is 76%, rated "Good" because it falls between 70% and 80%.
How to use the employee evaluation template
- Pick the example closest to the job: office staff or accountant, sales or cashier, customer service, or a new employee.
- Adjust the criteria and weights until the "Weights check" card shows 100%.
- Score each criterion; rows scoring 2 or less turn red.
- Open the "Evaluation form" tab, enter the employee's and evaluator's names, and download it for both to sign.
The sheet downloads in Excel with the weighted-score, total and rating-band formulas, and the form and improvement plan download in Word if you want to edit the wording.
What goes in each column
| Column | What to enter |
|---|---|
| Criterion | An observable behaviour or result such as "on-time delivery", not "great at the job". |
| Weight | How much the criterion matters in this job; the core of the role takes 20% to 30%. |
| Score | 5 clearly exceeds expectations, 3 meets them, 1 is well below. |
What is an employee performance evaluation form?
An employee evaluation form is a set of weighted, scored criteria that measures what the employee delivered and what needs developing. By timing there are three types: the annual review, the mid-year review, and the new-employee review before the probation period in the contract ends, which focuses on grasp of the job. At the start of the period a performance charter sets goals with a measure, target and weight, signed by both sides, and those goals become the evaluation criteria at the end.
How to calculate a weighted evaluation score
In the accountant example, productivity at 25% weight and a score of 4 gives 20%, attendance at 15% and a score of 5 gives 15%, and initiative at 10% and a score of 2 gives 4%; the seven criteria total 76%. Move 10 points of weight from attendance to initiative and the result drops to 70%, so a weight changes a criterion's effect as much as its score does. Do not list the same criterion twice under two names, such as productivity and speed of delivery.
Evaluation criteria by job
- Office staff and accountants: productivity, accuracy, systems knowledge, attendance.
- Sales and cashiers: sales target achievement at 30% weight, average invoice value, and cash drawer accuracy at shift close. The example scores 81%, rated "Very good".
- Customer service: response time and first-contact resolution carry half the weight, then customer satisfaction and record accuracy.
Each goal becomes a measure in the "Measure" column in Advanced mode, such as actual sales ÷ target.
From evaluation to decision
The result feeds the decision on a raise or promotion, which is then written up in a salary increase request or letter. If the rating is "Satisfactory" or "Weak", the performance improvement plan (PIP) tab sets an action and a date for each area over 30, 60 or 90 days, starting from the red rows. Do not base the decision on one number without the comments and the record for the whole period.
Common mistakes in employee evaluations
- Weights that add up to 90% or 110%, so employees cannot be compared.
- Giving everyone 4 out of 5 to avoid a discussion.
Saudi Labor Law notes
The Saudi Labor Law does not prescribe an evaluation form, but the criteria and their effect on raises belong in the company's work regulations and should be communicated to employees. An evaluation result alone is not a ground for ending a contract; check the termination articles in their current text with the Ministry of Human Resources and Social Development.
When evaluations end up as scattered files for each employee
Microtec accounting software is an ERP system built for businesses in Saudi Arabia, with an HR module that keeps each employee's record in one place instead of spreadsheets spread across managers' laptops.
Employee evaluation form FAQ
Who evaluates the employee?
The line manager, who sees the work every day, with approval from a senior manager or HR. Feedback from colleagues or customers can be added as a criterion with a small weight.
How often should employees be evaluated?
At least once a year; many companies add a mid-year review, and new employees are reviewed before probation ends.
Does the employee see the result?
Yes, in a meeting where the reason for each score is explained. The employee then signs the form to confirm they have seen it, and adds a comment if they disagree.
Can the template evaluate a whole team?
It evaluates one employee at a time. For a team, download the Excel file and copy the criteria sheet for each employee, or save one file per employee with the same criteria.
What is the difference between a performance charter and a performance evaluation?
The charter is written at the start of the period and sets the goals and their weights; the evaluation is written at the end and measures what was achieved.