An employee evaluation should include the standards and goals for the employee and his job, the supervisor's opinion of whether the employee has met those standards and supporting evidence for that opinion. The supervisor should make sure that standards are realistic and obtainable and clearly communicate them to the employee. It is also important to be specific about areas needing improvement and to give clear examples of how to improve job performance.
The evaluation should focus on the employee's job performance rather than personality issues, whether the issues are positive or negative. It is also good to give examples of conduct that helps or harms job performance along with an explanation why. Measurable goals and deadlines for improvement can help the employee put suggestions into action and understand how the supervisor gauges the quality of his work. They also help ensure that goals are realistic and clearly related to job performance.
Giving an evaluation can be difficult when an employee is overly defensive, so it is useful to include positive feedback and encouragement for areas of strength. Allowing the employee an opportunity to address areas of difficulty and his concerns about the job is another a good way to defuse resentment due to criticism.