You might find this version of interest. You'll see that the employee gives their own rating of their own performance. The manager's rating will be placed alongside on another form and HR collate the two forms together. It's important that both the manager and the employee update the form independently so that one isn't influenced by what the other says.
Having the self-evaluation alongside the manager's-evaluation means that areas of difference between how an employee believes they perform and how the evaluator does can be seen straight-away.
In the section on Core Responsibilities, under section 9, we include key taks from a person's job specification, so that the review covers specific job description expectations too.
When issuing an employee's form back to them, we also provide a Guide, so that the employee can prepare themselves before the appraisal meeting itself.
There are a hundred and one ways of preparing appraisal documentation.