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Receptionist Evaluation Form for Australia

Receptionist Evaluation Form Template for Australia

This document is a comprehensive performance evaluation form designed specifically for assessing receptionist roles in Australian workplaces. It complies with Australian employment legislation, including the Fair Work Act 2009 and relevant anti-discrimination laws. The form provides a structured framework for evaluating reception staff performance across key competencies, including customer service, administrative skills, communication abilities, and professional conduct. It incorporates both quantitative and qualitative assessment metrics, ensuring a fair and thorough evaluation process while maintaining compliance with Australian workplace standards and privacy requirements.

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What is a Receptionist Evaluation Form?

The Receptionist Evaluation Form is designed to facilitate regular performance assessments of reception staff within Australian organizations. This document is typically used during quarterly, bi-annual, or annual performance reviews to evaluate receptionist performance against established criteria and organizational standards. The form aligns with Australian employment legislation, including the Fair Work Act 2009, Privacy Act 1988, and various anti-discrimination laws. It encompasses essential evaluation areas such as customer service, administrative capabilities, communication skills, and professional conduct, while providing space for goal-setting and professional development planning. The document serves as an official record of performance discussions and helps maintain consistent evaluation standards across the organization.

What sections should be included in a Receptionist Evaluation Form?

1. Employee Information: Basic details including employee name, position title, department, employment duration, and evaluation period

2. Evaluator Information: Details of the person conducting the evaluation, including name, position, and relationship to employee

3. Rating Scale Definition: Clear explanation of the rating system used (e.g., 1-5 scale, with definitions for each rating level)

4. Core Competencies Assessment: Evaluation of essential receptionist skills including phone handling, visitor management, and administrative tasks

5. Professional Conduct: Assessment of punctuality, attendance, dress code compliance, and professional behavior

6. Communication Skills: Evaluation of verbal and written communication abilities, including handling of internal and external communications

7. Technical Skills: Assessment of proficiency with required office equipment and software systems

8. Overall Performance Summary: General assessment of the employee's overall performance and contribution

9. Goals and Development: Setting of new performance goals and identification of development opportunities

10. Signatures: Space for employee and evaluator signatures, acknowledging review completion

What sections are optional to include in a Receptionist Evaluation Form?

1. Team Collaboration: Assessment of how well the receptionist works with other team members - relevant for organizations with multiple receptionists or integrated admin teams

2. Language Skills: Evaluation of proficiency in additional languages - include when relevant to the role requirements

3. Security Protocols: Assessment of adherence to security procedures - important for high-security environments

4. Special Projects: Evaluation of performance on any special assignments or additional responsibilities

5. Client Feedback: Summary of feedback received from clients/visitors - useful for customer-facing environments

What schedules should be included in a Receptionist Evaluation Form?

1. Performance Metrics Schedule: Detailed breakdown of quantitative performance indicators (e.g., call handling times, visitor processing efficiency)

2. Competency Framework: Detailed descriptions of expected competency levels for each skill area

3. Training Record: List of completed training and certifications during the evaluation period

4. Incident Log: Record of any significant incidents or achievements during the evaluation period

Authors

Alex Denne

Head of Growth (Open Source Law) @ Ƶ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Jurisdiction

Australia

Publisher

Ƶ

Cost

Free to use
Relevant legal definitions

























Clauses
























Relevant Industries

Healthcare

Professional Services

Corporate Services

Education

Hospitality

Government

Legal Services

Financial Services

Real Estate

Technology

Manufacturing

Retail

Non-Profit Organizations

Relevant Teams

Human Resources

Operations

Administration

Front Office

Corporate Services

Office Management

People & Culture

Facilities Management

Relevant Roles

Office Manager

HR Manager

HR Business Partner

Department Manager

Operations Manager

Practice Manager

Facility Manager

Administrative Manager

Front Office Supervisor

HR Director

General Manager

Executive Assistant

Industries








Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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