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Please provide your feedback below:
Overall
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The Overall category provides a quick snapshot of the reviewee in the eyes of his coworkers.
Overall Opinion*
What is your overall opinion of this person? Would you like to work with him again? Would you recommend him to others, or rather warn them to steer clear?
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Core Values
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The Core Values category reflects the reviewee's value system, a set of fundamental traits that determine one's "work ethic." A low score in this area should be considered a red flag. It is possible for a person to have only marginal skills and still get by, but hiring someone who has a bad attitude, or can't be trusted, is just asking for trouble.
Attitude
How is this person's attitude? Is she the type to mumble and grumble all the time, or just focus and get the job done?
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Professionalism
How professional is this person? Does he take his job seriously? Does he act in a mature and appropriate manner for the workplace?
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Integrity
Can this person be trusted, or is she duplicitous? Does she treat people with respect? Does she act ethically?
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Dedication
Does this person give 100% to the job, or does he just view it as something he has to do? If you had to pay his salary, do you believe that you would get your money's worth?
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Reliability
How reliable is this person? Can you take her at her word? Can you count on her when the going gets tough?
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Competence
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The Competence category measures the reviewee's general effectiveness at the job. Note that other than Natural Ability, a person's competence can typically be improved with time and experience, so a low score need not always be a deal breaker. The significance of this category depends on the work to be performed.
Skill
How skilled is this person with regard to the job in question? Does she have the necessary training and experience, or is she underqualified?
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Ability
How much natural aptitude or talent does this person have? Is he well suited for the profession, or lacking in basic areas, such as reasoning ability or language fluency?
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Communication
How well does this person communicate? Can he speak clearly over the phone and in meetings? Are his emails and memos well crafted and coherent?
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Creativity
Does this person have a creative side? Is she able to generate interesting new ideas? Does she use analogies and other creative means to view problems from various angles?
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Problem Solving
Is this person good at solving problems? Is he effective at breaking things down and analyzing them? Is he methodical, or does he tend to take a scattershot approach?
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Interpersonal
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The Interpersonal category includes characteristics having to do with the reviewee's interaction with others. The importance of this category depends highly on the type of job. If little contact with others is required, it may not matter. However, if success depends on leadership or other interpersonal skills, this category should be considered crucial.
Personality
Is this person charismatic, or more on the dull side? Does she have a sense of humor? Does she come across as arrogant or humble, high strung or easygoing?
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Stability
Does this person sufficiently control his emotions, or does he have issues that affect his work, such as major mood swings or flashes of anger?
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Leadership
Does this person display leadership tendencies? Is she confident or insecure? Does she naturally take charge of situations, or is she more prone to follow others?
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Teamwork
Is this person a team player or a lone wolf? Is he willing to compromise, or can he be stubborn? Is he respectful and considerate of others?
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Appearance
How does this person present herself to others? Are her attire and personal hygiene appropriate for the workplace? Does she display any annoying habits?
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Productivity
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The Productivity category gauges aspects of the reviewee relating to output and efficiency. This category separates the wheat from the chaff. For example, while it may not be imperative that someone be punctual, it reflects an inner drive and work ethic that is generally desirable. A high score here may be what it takes to land that dream job or to gain the edge in a salary negotiation.
Discipline
Is this person a self starter, or does he tend toward laziness? Does he need a manager to provide motivation? Is he ambitious, or just going through the motions?
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Energy
How is this person's energy level? Does she show enthusiasm for her job, or does she often seem bored? Does she work with a sense of pride?
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Endurance
Is this person able to put in a full day of work and remain focused? Is he willing to go the extra mile when faced with a big challenge?
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Punctuality
Does this person show up on time every day, ready to work? Does she often take personal or "sick" days? Is she conscientious about earning her pay?
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Diligence
Is this person diligent? Does he follow through on commitments, or does he need constant reminders? Is he detail-oriented, or does he start tasks and never finish them?
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Other
The Other category collects additional information that may be useful in terms of providing context to viewers of the review.
Relationship
Specify the relationship you had or have with the reviewee when you worked with him or her.
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Contact Frequency Select the amount of contact you had or have with the reviewee:
Frequent you see him or her often, i.e. daily
Regular you see him or her periodically, i.e. weekly
Occasional you see him or her once in a while, i.e. monthly
Rare you see him or her rarely, i.e. once or twice a year
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Num Years
Enter the total number of years that you have worked with the reviewee in current and/or past jobs.
Last Year
Enter the last year (i.e. 1995, 2007) that you worked with the reviewee. If you work with him or her now, enter the current year.
Comment
Enter a general comment about the reviewee. The comment should be relevant to this review, and remember to keep it professional!
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