The information a manager should incorporate into an employee evaluation includes ratings for general adherence to office policies, a review of the employee's efficacy in the current position and a list of the areas in which the employee fails to meet expectations. It also needs to feature specific and actionable steps to improve on any areas, along with specific praise from the direct supervisor when possible.
The purpose of an employee evaluation is to provide the human resources department with a record of the actions for each employee on a regular basis and to allow the employee to understand how well the employee is doing at the job. These evaluations should begin with a general section that focus on aspects of the job common to all employees, such as punctuality, relations with coworkers and any other similar aspects. The remainder of the evaluation should focus on the specific responsibilities and actions of the employee, breaking out any major segments as necessary.
Employee evaluations need to provide feedback on how well the employee meets the manager's expectations for that role, placing an emphasis on any areas in which the employee excels to serve as positive reinforcement. It also needs to frankly address the employee's failings, which can include direct failure to accomplish tasks, or areas in which the employee can alter actions to do a better job. Any negative aspects of the review need to feature specific direction on how the employee can change to better meet expectations.