Make temp-to-hire decisions with confidence. This evaluation form guides supervisors through a structured rating of a temp worker's job performance, attendance, attitude, teamwork, and technical skills — plus open-ended strengths and improvement feedback — giving staffing agencies and HR teams a complete picture before extending a permanent offer.
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The temp-to-hire model is one of the most effective ways for employers to reduce hiring risk — but only if the evaluation process is structured. Without a consistent framework, hire decisions often come down to gut feel or a single memorable incident rather than a balanced assessment across the full assignment period. A formal temp-to-hire evaluation form changes that.
This template prompts supervisors to rate workers across five key dimensions: job performance, attendance and punctuality, attitude and initiative, teamwork and collaboration, and technical skills. Each uses a clear 1–5 scale with descriptive anchors so ratings are comparable across supervisors and departments. The qualitative fields then capture the specific behaviors and incidents that support the rating — making the evaluation useful both for the hire decision and as a development document for the worker.
formformform makes it easy for staffing agencies to send this form to client supervisors at the end of an assignment period. There's no login required — supervisors click the link, fill out the evaluation, and submit. The agency receives the completed evaluation immediately, with all data organized and ready to support the placement conversation.
Use your own copy to change labels, remove questions and add the details you need. Try the preview alongside this guide to see what respondents will be asked.
Review the starting questions and choices. You can change them in your own copy.
John Manager
john@company.com
Acme Manufacturing
Jane Smith
Describe specific skills, behaviors, or contributions that stood out.
Describe any gaps, concerns, or areas where the worker could develop further.
Any other feedback, context, or requests for the agency regarding this placement.
Suggested uses, and why this starting point can help. Adapt the questions to your own process.
Get a useful brief before the first conversation. Written context helps you assess fit, prepare questions and decide what to discuss next. Review “Worker Being Evaluated” in particular and adapt it to the detail you need.
Use this as a starting point when you need the same essential information from each person. Review the questions against your process before sharing your copy. Review “Evaluation Date” in particular and adapt it to the detail you need.
Collect a consistent starting point for review, so the next conversation can focus on suitability and missing details rather than repeating basic questions. Review “Length of Temp Assignment” in particular and adapt it to the detail you need.
Replace scattered requests with a consistent starting point. The answers help you understand the work, identify gaps and prepare a follow-up. Review “Job Performance (quality and accuracy of work)” in particular and adapt it to the detail you need.
Use this as a starting point when you need the same essential information from each person. Review the questions against your process before sharing your copy. Review “Attendance & Punctuality (reliability, no-shows, tardiness)” in particular and adapt it to the detail you need.
Evaluates an office temp's accuracy, communication, and software competency before an office manager decides to extend a direct-hire offer.
Replace scattered requests with a consistent starting point. The answers help you understand the work, identify gaps and prepare a follow-up. Review “Teamwork & Collaboration (works well with coworkers and supervisors)” in particular and adapt it to the detail you need.
Assesses a per-diem nurse's clinical skills, patient communication, and protocol adherence before a unit manager requests the agency to convert to a staff position.
Click 'Use this template' to open the evaluation form in your formformform account.
Customize the performance categories if your industry uses different competency labels — for example, replace 'Technical Skills' with 'Clinical Competency' for healthcare placements.
Update the rating scale description in the paragraph if your agency uses a different scale (e.g., 1–10 or letter grades).
Set email notifications to go to the recruiting team member managing the placement.
Create a shareable link and include it in the agency's end-of-assignment email to client supervisors.
Review completed evaluations in your dashboard before the hire recommendation conversation with the client.
waiting until the last day leaves no time to address concerns or adjust the placement before a deadline.
consistency is what makes evaluations comparable across time and across clients, so resist the urge to customize for every engagement.
the evaluation data opens the conversation but a quick call with the supervisor often surfaces nuances that don't fit neatly in text fields.
when appropriate, providing feedback to the worker about their evaluation helps them grow and makes your agency a genuine career partner, not just a placement vendor.
patterns of poor performance ratings across multiple clients are important data for your worker pool management.
supervisors often want to overlook reliability issues if the work quality is high, but chronic attendance problems rarely improve after conversion to permanent status.
Assesses a warehouse associate's safety compliance, line efficiency, and attendance before a production manager approves a permanent team hire.
Evaluates an office temp's accuracy, communication, and software competency before an office manager decides to extend a direct-hire offer.
Rates a contract developer's code quality, collaboration in sprint ceremonies, and ability to meet deadlines before an engineering manager recommends permanent hire.
Assesses a per-diem nurse's clinical skills, patient communication, and protocol adherence before a unit manager requests the agency to convert to a staff position.
Evaluates a temp accountant's accuracy, deadline adherence, and cross-team collaboration before a controller recommends full-time onboarding.
Rates a call center temp's first-call resolution, tone, and adherence to scripts before a contact center manager approves a permanent headcount requisition.
Assesses a temp tradesperson's technical skill, jobsite safety, and coachability before a site foreman recommends adding them to the permanent crew.
Evaluates a freelance marketer's content quality, brand alignment, and deadline reliability before a marketing director decides to bring the role in-house.
Rates a logistics temp's routing accuracy, carrier communication, and system competency before a supply chain director approves a direct-hire offer.
Assesses a placed executive assistant's discretion, organizational skills, and executive communication before a C-suite principal decides on permanent hire.
Evaluates a temp QC inspector's inspection accuracy, defect documentation, and regulatory knowledge before a quality manager recommends permanent staff addition.
Rates a temp retail supervisor's floor leadership, sales performance, and customer escalation handling before a district manager approves a store management offer.
The direct supervisor who worked with the temp worker daily is the ideal evaluator. They have the most accurate view of day-to-day performance. HR can be involved in the hire decision conversation but may not have direct visibility into task-level performance.
Yes. The form works well as a periodic performance check-in for any temporary or contract worker, regardless of whether a conversion to permanent hire is being considered.
The form is submitted directly to the staffing agency — the worker never sees the response unless you choose to share it. You control who has access to the submission data in your formformform dashboard.
Yes. You can edit, add, or remove rating categories to match the competencies most relevant to your placements — clinical skills for healthcare, code quality for software development, safety compliance for industrial settings.
Yes. Multiple supervisors can fill out the same form — each submission is recorded separately in your dashboard. You can then compare ratings across respondents as part of a more comprehensive evaluation process.
Register new candidates and capture skills, availability, and work preferences.
Let clients rate candidate quality, communication, and overall placement satisfaction.
Collect weekly availability from temp workers and contractors for scheduling.
Assess contractor skills, certifications, experience level, and rate expectations.
Collect weekly hours from workers and contractors for payroll processing.
Capture employer staffing needs, position details, and engagement type preferences.
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