You will begin by developing a performance review form that contains a minimum of 10 points of criteria. This template is a starting point and may be used as is or can be modified as you wish. The template has 10 points of criteria; however, you can add more if the specifics of the position warrant you doing so.

• Provide an explanation for each of the criteria. Remember, these should directly represent the knowledge, skills, and abilities (KSAs) as well as the requirements for the position.
• Develop a rating scale, and provide a legend that identifies the distinct performance rating definitions. There must be a minimum of three levels. (The template has three levels; however, you can add more.)
• Next, you will fill out your newly created form to evaluate the mid-level manager. This is, of course, based on the input of the immediate supervisor and your own assessment.
• Evaluate each criteria, and include a minimum of three criteria where the employee does not meet performance expectations.
• Summarize the employee performance appraisal in the comments section.
• Identify the employee's strengths and weaknesses.
• Offer feedback and coaching on ways that the employee can improve his or her performance.
• Finally, a one-page synopsis in which you explain the value of your evaluation process and new tool to your leadership team. Include the information below:
  • how the changes will benefit the organization,
  • how equal employment opportunity laws were considered, and
  • strategies that leaders can use to address unmet employee performance expectations.
• Include two sources to support your explanation.