Performance appraisal forms for the year, the self review, the manager's rating and the probation, with the rules a rating has to follow before it touches pay.
Eight formats, each with a note on how to fill it. Read section 2 before a rating reaches payroll.
An annual performance appraisal form, a self appraisal form and a manager's rating form on a scale the pack defines. The rating goes to the increment letter that follows.
A calibration sheet that compares managers and checks the split by gender, as a gender pay audit would, and a record of the appraisal meeting.
A worksheet that takes each rating to an increment and sets the new wages beside the minimum rate for the category the skill matrix records, wages meaning all pay except the Code's exclusions: basic pay, DA, retaining allowance and any allowance not on the list, such as a special allowance, plus any excluded pay above one-half of the total.
A form for an employee who disagrees with the rating, reviewed by someone other than the manager, and an appraisal form for employees on probation that confirms, extends or does not confirm.
The minimum wage floor and the gender rule, the statutory bonus, stopping an increment, ratings and retrenchment, maternity and disability, probation, who each rule reaches, nine mistakes, seven open questions and forty citations.
Attendo (formerly Petpooja Payroll) runs attendance and salary for every branch, with each salary structure on the employee's record.
Because the form is yours to design and the rating is not entirely yours to use. In India an employee performance appraisal form feeds the increment, the bonus and the promotion, and each has a rule.
The floor first. No rating can hold anyone below your State's minimum rate for their category, and States revise it, so a zero increment can still mean a rise. The statutory bonus is not a rating outcome either: at twenty or more persons, outside the exclusions such as schools and not-for-profit hospitals, every employee drawing up to ₹21,000 a month who worked thirty days gets it, and who qualifies for the statutory bonus turns on wages and days, never on a score.
Then the increment itself. If the appointment letter promises one every year, withholding it is, on our reading, a loss of wages the Code on Wages allows only for good and sufficient cause under rules that meet the Government's notification, so the form records the cause. An increment gap that tracks gender for the same work breaks the equal pay rule, and a worker's rating that moves with union activity, or favours one set of workers regardless of merit, is an unfair labour practice. A rating scale you publish can, on our reading, become a term, and cutting one that workers have been paid on needs twenty-one days' notice first.
Two groups the form must handle with care. A woman back from maternity leave of up to twenty-six weeks is scored on the months she worked, because marking the absence down varies her conditions of service to her disadvantage, on our reading, at a factory, mine or plantation or at ten or more employees. An employee with a disability is rated on the accommodated role, and any other test has to be a proportionate means to a legitimate aim. That binds a private employer at any size, and it belongs in an equal opportunity policy you register.
The same pack serves a plant appraising three shifts, a hospital rating its nursing staff and a corporate office running a self appraisal round: the goals change, the rules do not. And when a rating ends in an exit, a worker's is a retrenchment, not a punishment. After one year's continuous service it needs notice and compensation, and at a factory, mine or plantation with 300 or more workers the Government's permission first, so the retrenchment letters apply.
Whichever appraisal form format you use, the rating meets the floor before it meets payroll. Format 06 is where you run the check.
| Decision | Rating decides? | Rule | Who it reaches | Record | Format |
|---|---|---|---|---|---|
| The increment | Yes, above the minimum rate | Code on Wages s.5 and s.3(1) | Every employee | Format 06 | 06 |
| The statutory bonus | No | Code on Wages s.26 and s.29 | 20 or more persons, wages up to ₹21,000 | Payroll | None |
| Withholding a promised increment or promotion | Only for good and sufficient cause | Code on Wages s.18(1), Explanation (b) | Every employee | The reason, on the form | 01, 06 |
| A rating after maternity leave | Not for the absence | Code on Social Security s.68(1) | Factory, mine, plantation; else 10 or more employees | Pro-rated targets | 01 |
| Confirming probation | Yes, on assessment | Model Standing Orders, clause 2(5) | 300 or more workers | Format 08 | 08 |
The Central Government's ceiling, at twenty or more persons; a State-sphere employer reads its own State's figure once its State notifies one, the Central one until then. Thirty days' work is the other test; schools and not-for-profit hospitals are outside.
Source: S.O. 4711(E), 25-Aug-2026, under Code on Wages s.26(1)The model standing orders' term, for workers at 300 or more. Below that, and for managers, the appointment letter sets it, and the form records the assessment either way.
Source: Model Standing Orders, 2026, clause 2(5) of each ScheduleAn unfair labour practice under the Second Schedule, from ₹10,000. A rating that tracks union activity is another.
Source: Industrial Relations Code, 2020, s.86(5) and the Second ScheduleA zero increment on wages the State has since revised upwards is paying less than due. Check the floor for every category first.
The statutory bonus follows wages and days worked. Keep it apart from any performance bonus in payroll and in the letters.
Withholding one is, on our reading, a loss of wages the Code allows only for good and sufficient cause under notified rules. Write the cause down.
Pro-rate the targets and score the months worked. Marking the leave down varies her conditions of service, on our reading, wherever the maternity chapter applies.
Poor performance on its own is not misconduct. Where standing orders apply, at 300 or more workers, habitual neglect of work is, and stopping an increment as a punishment needs an enquiry; a rating needs reasons.
Under the six-month probation term, at 300 or more workers, an extension rests on an assessment of performance, and silence past the date is, on our reading, a completed probation. Fill Format 08 before the six months end.
Competencies out of five
Eight formats, each on its rule
Set the goals, score them, and run Format 06 before payroll, so no rating holds anyone below the floor.
Attendo (formerly Petpooja Payroll) is payroll and attendance software used by 40,000+ businesses across manufacturing, corporate offices, retail, hospitals and education. General guidance, not legal advice. This pack is one of our free appraisal and payroll formats, each built from the law rather than from other templates.
Eight formats, from the self appraisal form to the probation-end review, with the pay rules a rating must follow and forty citations.
