ParrotNotes

Free Employee Evaluation Template

Fill in the employee, the reviewer and the review period, rate each competency from 1 to 5 with a comment, and the overall score works itself out. Add strengths, areas to improve and goals for the next period, then print the evaluation for the meeting, save it as a PDF or copy it as text. Start from the sales rep list or a general one, and rename, add or reorder competencies to fit the role.

A template to structure a review conversation. It is not HR or legal advice: follow your company's review policy and local employment rules.

What the evaluation includes

  • Employee and review details

    Name, job title, team, reviewer, the review period and the date of the meeting, at the top of the page where HR expects them.

  • Competencies rated 1 to 5

    Eight competencies with a line on what good looks like, each rated on a five-step scale from Unsatisfactory to Outstanding, with a comment for the example behind the rating.

  • A sales rep preset

    Prospecting and pipeline, discovery, product knowledge, quota and results, CRM and forecast accuracy, customer relationships, communication, and coachability. Or switch to the general list: quality, productivity, job knowledge, communication, teamwork, reliability, initiative and problem solving.

  • Overall score

    The average of the ratings you gave, to two decimals, and the scale step nearest to it. Competencies you have not rated yet are left out, and the page says how many are counted.

  • Strengths, growth and goals

    What went well, one or two areas to improve, and goals for the next period, one per line, printed as a numbered list.

  • Comments and signatures

    Reviewer and employee comments, then signature and date lines for both, with a line saying the employee's signature confirms the review was discussed, not that they agree.

How to run the evaluation

Fill in the ratings before the meeting, from notes you kept through the period rather than from the last two weeks. For each rating write one example in the comment: the deal, the call or the report that shows it. A 2 with an example is easier to accept than a 3 without one.

In the meeting, start with the strengths, walk the ratings, then agree on one or two areas to improve and the goals for the next period. Leave room for the employee's comments; some teams send the printout a day ahead so the employee can add them before you sit down.

Keep the printout or PDF with the next period's goals and open it at your regular one-on-ones, so the next evaluation holds no surprises for either of you.

Turning the goals into something measurable? Use the SMART goals template.

Hiring for the same role? Rate candidates on the same competencies with the interview scorecard template.

Evaluation, self-evaluation, one-on-one, skip-level

Employee evaluation
This template: the manager rates the period against set competencies, writes strengths, areas to improve and goals, and both sign.
Self-evaluation
The employee rates themselves on the same list before the meeting. Print a blank copy for them; the gaps between the two are the best part of the conversation.
One-on-one
The regular, shorter check-in where goals and feedback are discussed as they happen, so the evaluation summarizes rather than surprises.
Skip-level meeting
A conversation between an employee and their manager's manager about the team and the work, not a rating of the employee.

Tips for a fair evaluation

  • Rate the whole period

    Look back through your notes, the CRM and the one-on-ones for the full period, so a strong last month or one bad deal does not decide the rating.

  • Same list for the same role

    Use one competency list for everyone in a role, so two reps are rated on the same things. Change the list between periods, not between people.

  • Separate results from behaviors

    Quota attainment is one row. Discovery, forecast accuracy and coachability are others. A rep who missed quota in a bad territory may still be doing the right things.

  • Two areas to improve, not ten

    Pick the one or two changes that would matter most next period and make them goals with a date. A long list gets nothing done.

More for sales managers: sales performance review template and questions, performance review meeting notes, one-on-one meeting template.

Keep the evidence as it happens.

The best evaluations come from notes made through the period. With the rep's agreement, record your one-on-ones and ride-along debriefs in ParrotNotes and get a transcript and a summary of each, so at review time you paste real examples into the comments instead of relying on memory. Free for 100 minutes of recording a month.

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Related tools

Employee evaluation questions