Sample Evaluation Comments

May 10th, 2010 · · No comments

Evaluation Sample Comments


Below are some sample evaluation comments that you can use for inspiration in filling out performance evaluations for your employees. Rarely can comments for evaluation like these truly capture an individual’s overall skills / problems.
Having searched online for help in the past (with only limited success), my goal was to create the most comprehensive list to be found on the net. Each section is broken up by specific evaluation topic – then by negative evaluation comments, neutral evaluation comments, or positive evaluation comments.

Check back regularly to see the progress on adding new work evaluation comments.

Attendance – Consider the regularity with which the employee reports to work.
  • Excessively absent
  • Frequently absent
  • Is continually late for work and should work on this over the next few months to improve in this area.
  • Fails to show up to work on time and keep a normal work schedule.
  • Consistently runs late from breaks and needs supervision to ensure the breaks are only for the allotted time.
  • Occasionally absent
  • Always ensures employees adhere to their lunch schedules and breaks.
  • Is very reliable in attendance and consistently shows up on time.
  • Rarely absent
  • Almost never absent
  • Is very reliable in attendance and consistently shows up on time.
Attitude – Consider the cooperation shown supervisor and co-workers; Responses to change, criticism, and ideas. Loyalty to the company.
  • Indifferent disposition. Reluctant to comply with instructions; uncooperative.
  • Inclined to be argumentative. Passive cooperation. Often difficult to work with.
  • Creates a work environment which discourages team members from providing new ideas.
  • Consistently takes credit for other team member’s accomplishments.
  • Doesn’t share resources well.
  • Should work to improve his cooperation
  • Usually willing to cooperate. Respects Supervision.
  • Gets along well with colleagues
  • Strives to cooperate with all staff.
  • Is very thoughtful and considerate of other staff.
  • Works well with others. Positive attitude. Takes pride in work.
  • Enthusiastic. Fosters good will at all levels. Goes out of way to help.
  • Demonstrates a strong team playing ability
  • Is very good at making team members feel included.
  • Is adept at resolving conflict and resolving problems before they escalate.
  • Always creates a positive and inclusive work environment.
Communication & Interaction Skills
  • Unwilling to work with and assist others.
  • Creates conflicts in the department and/or with customers.
  • Works with and assists others only when requested.
  • Not courteous to customers or other staff.
  • Written work products are poorly organized and contain many grammatical errors.
  • Is a distraction on work teams and is frequently discussing things out of scope.
  • Doesn’t listen to directions.
  • Continually attempts to withhold important information from team members.
  • Needs to work on ability to take feedback and criticism from coworkers
  • Has a tendency to make other people feel intimidated when they ask for assistance.
  • Generally works well with and assists others.
  • Always courteous to customers.
  • Written and/or oral presentations/ products are clear and well-organized.
  • Follows directions well.
  • Isn’t afraid to ask questions.
  • Shares information clearly and concisely.
  • Always asks for immediate feedback to ensure he is on task and performing his work correctly.
  • Eagerly volunteers to work with and assist others.
  • Develops and maintains good working relationships.
  • Written and/or oral presentations/ products are clear, organized, concise, and tactfully presented.
  • Exceptionally effective at working with and assisting others.
  • Continually striving to improve working relationships; good at resolving conflicts.
  • Written and/or oral presentations/ products receive numerous compliments for quality, clarity, and effectiveness.
  • Has ability to effectively communicate complex topics.
Conduct – Consider the ability to perform under emotional stress or other pressure.
  • Easily rattled. Minimum pressure adversely affects job performance.
  • Pressure situations often limit job performance.
  • Creates a work environment which discourages team members from providing new ideas.
  • Has the ability to perform acceptably under stress.
  • Tolerates pressure well. Responds coolly to crises.
  • Performs exceptionally well under pressure. Enjoys solving crises.
Dependability
  • Does not comply with established systems and procedures.
  • Does not adapt to changing situations.
  • Does not complete work assigned.
  • Fails to accept responsibility for his/her actions.
  • Attempts to follow procedures but makes frequent errors.
  • Occasionally tries to get others to complete or follow through on duties assigned.
  • Resists responsibility for his/her actions.
  • Plans & organizes time & tasks ineffectively.
  • Generally consistent and follows through on completing assigned work.
  • Follows all systems, procedures, etc.
  • Accepts responsibility for his/her actions. Can be relied on to meet job requirements.
  • Usually plans & organizes time & tasks well.
  • Consistently follows through on details of work assigned.
  • Accepts full responsibility for his/her actions.
  • Is someone that can be depended on.
  • Plans and organizes time & tasks very efficiently and effectively.
  • Accomplishes workload responsibilities on time without prompting.
  • Highly motivated to improve personal contribution to the department.
  • Accepts full responsibility for his/her actions and independently takes steps to resolve situations.
Initiative – Consider the ability to point out situations where corrective action or improvements are needed. Self starter in obtaining job objective.
  • Resists new tasks and responsibilities associated with the job as it grows.
  • Requires constant supervision.
  • Needs close supervision to start and complete duties.
  • Reluctant to accept new tasks and responsibilities associated with the job as it grows.
  • Too frequently requires supervision.
  • Does little to improve work performance.
  • Always waits to be told what to do. Needs continuous help in starting work.
  • Frequently relies on others. Usually must be told what to do. Needs follow up.
  • Is not willing to take on difficult tasks and instead waits for easy tasks to come his way.
  • Accepts new tasks and responsibilities associated with the job as it grows.
  • Normal supervision necessary.
  • Will act voluntarily in routine matters.
  • Eager to accept new tasks and responsibilities associated with the job as it grows.
  • Works independently with limited supervision.
  • Often seeks ways to improve performance in the organization. Makes constructive suggestions.
  • Seeks out new tasks and responsibilities and looks for ways to enhance the organization.
  • Consistent self-starter; needs minimal supervision.
  • Continually seeks better ways to improve job and department.
  • Asks to learn new duties. Self starter; makes significant contributions to the job and the organization.
  • Acts voluntarily in most situations. Alert performer.
  • Needs minimum supervision. Works independently.
  • Seeks out responsibility and follows through
Judgement – Consider the ability to make good decisions in agreement with company standards.
  • Inability to realize consequences of actions.
  • Decisions often wrong or ineffective.
  • Does not prioritize or ask relative importance of tasks.
  • Judgement causes problems too often to be acceptable.
  • Close supervision needed whenever judgement is required.
  • Good judgement resulting from sound evaluation of circumstances.
  • Most decisions and actions are correct.
  • Prioritizes tasks effectively.
  • Able to understand consequences of actions and carefully determine best action to take.
  • Consistently makes good decisions.
  • Prioritizes tasks effectively and anticipates and resolves problems.
  • Consistently and quickly arrives at correct decision, even on highly complex matters.
  • Anticipates and resolves problems, and takes into account consequences of decisions on organization and customers.
Quality of Work – Consider the neatness, accuracy, and completeness of work.
  • Errors existed in ____ % of work; less than established requirements.
  • Continually makes errors, requiring excessive amount of checking and re-work.
  • Occasionally careless; makes recurrent errors; needs checking and improvement.
  • Makes errors, requiring some amount of re-work.
  • Below minimum standards, frequent follow up required.
  • Below minimum standards, frequent follow up required.

    • Barely meets minimus standards. Accuracy is marginal.

  • Very few errors–consistent worker. Equals expected standards.
  • Meets established requirements for accuracy and neatness. Completes work on time.
  • Satisfactory in accuracy of work.
  • Meets job standards. Satisfactory in accuracy of work.
  • Pays attention to details.
  • Very careful and neat; rarely makes errors; consistently exceeds normal requirements.
  • Exceeds minimum requirements of accuracy and neatness. Very few errors.
  • Always very accurate. Far exceeds expected standards.
  • Consistent high degree of accuracy and neatness. Work can be relied upon.
  • Exact and precise most of the time.
  • Consistently superior in neatness, accuracy & completeness.
  • Is highly conscientious about the quality of work.
Quantity of Work – Consider the volume of work produced, speed and consistency of output.
  • Fails to complete required amount of work for the position.
  • Always behind in work. Does not utilize time efficiently.
  • Volume of work is not satisfactory to keep department running properly.
  • Works at slow pace; needs encouraging and urging.
  • Insufficient output, slow, usually behind with work.

    • Produces just enough to get by. Improvement desired.

  • Turns out volume of work that consistently meets required standard.
  • Meets established requirements for accuracy and neatness. Completes work on time.
  • Amount of work completed is satisfactory. Works at steady pace.
  • Output meets job requirements. Satisfactory volume.
  • Rapid worker; output exceeds requirements, both in volume and timeliness.
  • Completes more work than is required. Typically asks for additional work and uses time efficiently.
  • Produces an extremely high volume of work. Far exceeds expected standards.
  • Very fast worker; consistently exceeds requirements. Independently seeks to contribute.
  • Industrious, rapid and does more than is required.
  • Top producer. Greatly exceeds others in output. Exceptional capacity.


Comments for an evaluation can be difficult to think of. Consider using these comments about work staff for evaluations only as a tool for inspiring you to come up with your own unique phrases.

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