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An Employee Attitude Evaluation Form is a structured assessment document that allows you to systematically evaluate and document your employees' workplace attitudes, behaviors, and professional conduct. This standardized tool helps you maintain consistent evaluation practices while ensuring compliance with Canadian employment legislation and human rights requirements.

When do you need this document?

You need this evaluation form during annual or semi-annual performance reviews to assess employee behavior and attitude alongside work performance. It's particularly valuable when addressing specific behavioral concerns, such as communication issues or teamwork challenges, as it provides documented evidence of patterns over time. You should also use this form when preparing for employee development discussions, promotion considerations, or disciplinary actions where attitude and behavior are relevant factors. Additionally, this document proves essential during probationary period assessments for new employees and when implementing performance improvement plans that address behavioral aspects of work performance.

Key legal considerations

Your evaluation criteria must be directly related to job performance and avoid any prohibited grounds of discrimination under human rights legislation. All assessment categories should focus on observable behaviors and measurable attitudes that impact work performance, such as punctuality, communication effectiveness, and collaboration skills. You must ensure that evaluations are conducted fairly and consistently across all employees, with clear documentation of the assessment rationale. The form should include space for employee feedback and acknowledgment, allowing them to respond to the evaluation and ensuring due process. Privacy considerations require that evaluation information be kept confidential and shared only with authorized personnel involved in employment decisions.

Legal requirements in Canada

Under the Canadian Human Rights Act, your evaluations must not discriminate based on protected characteristics such as race, gender, religion, or disability. Provincial Human Rights Codes provide additional protections that may vary by jurisdiction, requiring you to understand your specific provincial requirements. The Personal Information Protection and Electronic Documents Act (PIPEDA) governs how you collect, use, and store evaluation information, mandating that employees be informed about data collection purposes and retention periods. The Employment Equity Act requires federally regulated employers to ensure evaluation processes don't create barriers for designated groups. Your evaluation criteria must be demonstrably related to job requirements, and the assessment process should be transparent and consistently applied across your organization.