Question 1

What criteria does the Employee Performance Tracker evaluate?

Accepted Answer

It uses five core criteria: goal achievement, work quality, teamwork, communication and timeliness. Each is scored separately and then combined into a weighted total.

Question 2

How do the criteria weights work and why do they matter?

Accepted Answer

You assign a weight to each criterion to control how much it contributes to the final score. For a sales role you might weight 'goals' heavily, while a support role might emphasize 'communication', keeping the evaluation aligned with the job.

Question 3

What does 360° evaluation mean in this tool?

Accepted Answer

It means scoring an employee across multiple dimensions, goals, quality, teamwork, communication and timeliness, rather than from a single angle. This gives you a balanced, well-rounded view instead of a one-sided judgment.

Question 4

How should I interpret the final weighted score?

Accepted Answer

The weighted score is a single summary number formed by multiplying each criterion score by its weight and adding them up. Focus on the per-criterion breakdown rather than the score alone to see exactly where development is needed.

Question 5

What should I keep in mind about GDPR when entering employee data?

Accepted Answer

Performance data can be personal and sensitive, so enter only what the evaluation requires and respect your transparency and lawful-basis obligations. Using an employee ID or alias instead of a full name supports data minimization.

Question 6

How can I compare multiple employees fairly?

Accepted Answer

Use the same criteria and weight set across everyone for the same period; changing weights per person makes the scores non-comparable. Define a consistent template for employees in the same role.

Question 7

Is a low performance score enough to justify termination?

Accepted Answer

No. This tool is for evaluation and informational purposes; the scores are a managerial summary, not a legal or administrative decision. Consult HR and a legal professional for any employment-law decisions.

Question 8

What are the most common mistakes when scoring?

Accepted Answer

The most frequent issues are giving every criterion a similar rating (central-tendency bias) and distributing weights without intent. Score to reflect real differences between criteria and set weights deliberately based on the role.

Employee Performance Tracker

Frequently asked questions