Header
Employee name, job title, department, supervisor, and review period. This identifies the subject and links the form to HRIS records for accurate tracking.
A clear People Analyzer form improves consistency in evaluations, reduces bias by using the same criteria across roles, and creates a documented basis for HR actions such as promotions, corrective coaching, or reorganizations. It also helps link people decisions to measurable behaviors and company values while creating a record useful for performance conversations and audits.
HR generalists, people managers, and talent partners usually own preparation; managers and the employee provide input during review.
Use the form as a collaborative document: manager completes ratings, employee can add self-assessment, and HR stores the final version in the personnel file.
Managers complete the ratings and narrative, attest that the review occurred, and record any agreed development actions. They are responsible for accuracy, providing supporting evidence, and delivering the feedback conversation.
An HR representative reviews the completed form for policy compliance, ensures uniform ratings across teams, and files the final document in the employee record following retention policy and applicable legal requirements.
Employee name, job title, department, supervisor, and review period. This identifies the subject and links the form to HRIS records for accurate tracking.
A standardized grid with each company value listed, a numeric scale, and space for examples or evidence supporting the rating to reduce ambiguity.
Role-specific skills and behaviors with individual ratings and notes. Align these to job descriptions to justify promotion or performance actions.
Overall recommendation area (e.g., Exceeds/Meets/Needs Improvement) and rationale. Use consistent definitions to enable cross-team comparisons.
Agreed coaching steps, training, owner, and completion dates. Concrete milestones make follow-up measurable and defensible.
Signature fields for manager, employee, and HR. Include date, printed names, and a place for electronic signature metadata when used.
| Field | Configuration |
|---|---|
| Signature Order | Manager → Employee → HR |
| Authentication | Email with optional SMS code |
| Notifications | Automatic reminders at 3 and 7 days |
| Storage | Save PDF to HRIS or secure cloud |
Choose an e-signature platform that supports secure signing, audit trails, and integration with HR systems.
Save signed forms as PDF/A for long-term archival, or export as DOCX for internal editing. Include signature metadata and audit trail with each export.
Attach performance improvement plans, training records, and prior reviews to the People Analyzer form when they inform the current assessment.
Keep a single final signed version in HRIS and use controlled version numbers to track amendments and updates.
Limit view/edit rights by role and record activity in an audit log to demonstrate chain of custody.
Template released to managers before review cycle begins.
Managers submit ratings by the published due date.
Feedback meeting occurs within one week of submission.
Signed final form is archived in HRIS within 14 days.
Cycle opens on published start date.
Manager ratings due by assigned due date.
Hold meeting within seven days of submission.
Signatures completed within 14 days of meeting.
Store final PDF in HRIS within 30 days.
A regional manager used the form to compare field agents across three markets and identify two high-potential reps for promotion.
A clinic HR team tracked clinical staff competencies and compliance behaviors across shifts to identify training gaps.
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| Free Trial | 7-day free trial | Varies | Varies | Varies | Varies |
| Bulk Send | Yes | Yes | Yes | Yes | No |
| Audit Trail | Yes | Yes | Yes | Yes | Yes |
| HIPAA Compliant | Yes | Yes | Yes | No | No |