Describe the role, review period, and rating method. Makeform creates a structured administrative assistant evaluation form for assessing scheduling, communication, accuracy, service, and follow-through with supporting comments.
Route completed evaluations to email, Google Sheets, Slack, and Zapier.
Sample prompts for the builder
Choose a brief, tailor it to the role, or send it into the builder.
Audience
Office managers reviewing an experienced administrative assistant
Format
Weighted rating form with evidence and goals
Prompt size
397 chars
Example form structure
Weighted rating form with evidence and goals
Employee, manager, and review period
Calendar management and prioritization
Communication, service, and accuracy
Evidence supporting the ratings
Goals and acknowledgment
Suggested routing tags
Manager review
Employee comments
Goals recorded
Define each rating and request an example for very high or low scores.
Step 1
Define
role duties, review period, and rating meanings
Step 2
Evaluate
score observable work and add examples
Step 3
Discuss
compare perspectives and agree on priorities
Step 4
Follow up
record goals, support, owners, and dates
A fairer review structure
A role-specific form keeps the conversation on observable administrative work and gives every rating a shared meaning.
Separate scheduling, records, communication, service, accuracy, and follow-through instead of relying on one vague score.
Define developing, meets, and exceeds expectations so managers apply the scale consistently.
Pair scores with examples and outcomes to reveal strengths and coaching needs.
Adapt to the review moment
Change the evidence window and next actions while keeping core competencies consistent.
Assess sustained performance, accomplishments, changing duties, development, and next-cycle goals.
Focus on procedure readiness, training, early work quality, support, and near-term expectations.
Use matching reflection prompts, then discuss alignment and missing context.
Evaluate a conference, office move, system rollout, or other defined assignment.
Build the review
Generate a draft, adjust expectations, and collect evidence for the review conversation.
Name the setting, duties, special responsibilities, dates, and who completes each section.
Remove irrelevant criteria, add office-specific tasks, define rating levels, and include not observed.
Request comments for exceptional or concerning scores and capture accomplishments, obstacles, and employee perspective.
Record measurable actions with an owner, date, manager support, and scheduled check-in.
Choose a useful approach
Compare ways to structure and record the review.
Field guide
Use these six sections to connect daily work, observable evidence, employee perspective, and next-cycle expectations.
Review context
Record employee, manager, department, review type, dates, and major changes in workload or assignment.
Scale design
Use four or five anchored levels. Include not observed so missing evidence does not become a score.
Administrative execution
Evaluate scheduling, records, documents, deadlines, supplies, meeting preparation, and task closure.
Communication and service
Assess observable communication, message routing, clarified expectations, and handling of difficult moments.
Evidence and perspective
Request supporting situations and outcomes, plus the assistant's accomplishments, constraints, priorities, and response.
Development and follow-up
Set measurable goals, record manager-provided support, and schedule a follow-up date.
Related tools
Pair this evaluation with self-review, feedback, recognition, and development forms.
Create a general framework for other roles with aligned scales and review cycles.
Open toolBuild a broader review with achievements, competencies, ratings, and goals.
Open toolCollect the assistant's accomplishments, challenges, growth, and support needs.
Open toolGather observations from people who work with the employee.
Open toolCapture contributions worth recognizing between review dates.
Open toolTurn development priorities into actions, owners, resources, and dates.
Open toolFAQ
Practical answers for managers designing a consistent, role-specific performance review.
It is a structured review of an administrative assistant's work. It combines defined ratings for scheduling, accuracy, communication, service, technology, and follow-through with examples, employee comments, goals, and follow-up dates.
Start with recurring work: calendar and meeting support, accuracy, records, prioritization, communication, service, discretion, technology, initiative, and completion. Remove criteria the employee cannot demonstrate.
Use defined levels such as developing, meets, and exceeds expectations, with observable anchors. Add not observed and not applicable. Clear definitions explain what improvement looks like.
Require examples for the highest and lowest ratings or once per competency group. Include open prompts for accomplishments, development priorities, and changed responsibilities.
Yes. Use matching competency headings and reflection prompts so the manager and assistant can compare perspectives during the review. Ask the employee about accomplishments, obstacles, new duties, desired development, and support needed. Keep the manager's evaluation and employee comments distinguishable in the final record.
Choose a small number of priorities and define the expected result, evidence of progress, owner, target date, and manager support. For example, replace improve scheduling with document a meeting-intake checklist, use it for executive requests, and review missed details together after 30 days.
Yes. Makeform is unlimited free for generating, editing, publishing, and collecting responses. The paid tier removes the Makeform badge, so you can build and run the full evaluation workflow without a usage limit on the free plan.
Yes. Keep the core role competencies and change the evidence period, depth, and next actions. A probation review may emphasize training and procedure readiness, while an annual review covers sustained results, expanded responsibilities, accomplishments, development, and goals for the next cycle.
Make the next review specific and actionable.
