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Fillable Printable Employer Performance Evaluation

Fillable Printable Employer Performance Evaluation

Employer Performance Evaluation

Employer Performance Evaluation

EMPLOYEE PERFORMANCE EVALUATION
NAME POSITION/TITLE
HIRE DATE LOCATION/DEPARTMENT
EMPLOYMENT STATUS
FT PT PD
LAST REVIEW DATE IMMEDIATE SUPERVISOR
DATE:
TYPE OF
REVIEW: ANNUAL PROBATIONARY OTHER
Instructions for Evaluators
Performance evaluations are conducted by the employee’s immediate supervisor at least once every 12
month period or as needed. The goal is to reach a mutual understanding of the standards of performance
expected, and an overall performance rating. As the information recorded on this form will become
part of the employee’s personnel record, and may be used in decisions concerning advancement, future
training needs, performance-related salary adjustments or even disciplinary actions, take time to think
through and complete all sections.
The performance evaluation process has been divided into two parts, one for the supervisor and one for
the employee. Upon receipt of this package, give the employee the self-evaluation form to complete and
at the same time schedule a performance meeting within two weeks. Then complete the supervisor’s
section which has been divided into two sections: Major Job Elements and Performance/Customer
Service Factors.
First, list and briefly describe the major elements (duties and responsibilities) of this employee’s
position. Then, rate this employee’s performance of these major job elements and indicate with
comments your justification for each rating. YOU MUST MAKE A COMMENT WHENEVER YOU
CHOOSE THE RATING “EXCEEDS EXPECTATIONS” OR “FAR BELOW
EXPECTATIONS/UNSATISFACTORY”. Next, rate this employee’s performance on the performance
factors listed; again you must justify a high or low grade. Note: you may give a half grade if you feel
the performance is between two rating levels. Finally, give an overall rating for this employee’s
performance and sign the form.
After the review, please make two copies of the performance evaluation; one for your records, the other
should be given to the employee. Return the original forms to the Human Resources Department.
F-HR-041 re v. 0
NAME____________________________________ REVIEW DATE______________________
This self-evaluation will be of help to both you and your supervisor in reviewing your progress and in
future planning. It provides an opportunity to compare your view, with that of your supervisor’s, on your
performance. After completing the evaluation questions (use additional paper if needed), share this form
with your manager either during or prior to your perform ance evaluation meeting, as agreed upon.
1. List the two, three or four major duties or responsibilities in your job.
2. Do you think your job description accurately describes your job?
3. Describe your major performance accomplishments in the last year.
4. What have been your major disappointments with your performance in the last year?
5. What could your supervisor and/or the company do differently to help you better perform your job?
6. What are the personal development areas in which you most need to improve?
7. What other comments or suggestions should be addressed in this review?
F-HR-041 Rev. 0
STANDARDS OF PERFORMANCE
Evaluate the employee’s performance since the last appraisal. Place an “X” in the category which best
describes the performance level for the factor being rated. Include supporting evidence for each factor.
YOU MUST MAKE A COMMENT WHENEVER A GRADE OF “4” OR “1” IS CHOSEN.
4- EXCEEDS
EXPECTATIONS
3- MEETS
EXPECTATIONS
2- BELOW EXPECTATIONS/
NEEDS IMPROVEMENT
1- UNSATISFACTORY/
FAR BELOW EXPECTATIONS
Consistently achieves
results superior to
expectations.
Normally achieves
expectations;
occasionally exceeds
requirements.
Work is below average, not
of quality expected;
requires improvements.
Unacceptable; considerable
and immediate
improvements are necessary.
I. MAJOR JOB ELEMENTS
(See Job Description)
4 = Exceeds Expectations 2 = Below Expectations
3 = Meets Expectations 1 = Far Below Expectations/Unsatisfactory
RATING: (Place “X” in box for appropriate rating)
1. 4 3 2 1
COMMENTS:
Next period expectations:
2. 4 3 2 1
COMMENTS:
Next period expectations:
3. 4 3 2 1
COMMENTS:
Next period expectations:
F-HR-041 Rev. 0
II. PERFORMANCE FACTORS
4 = Exceeds Expectations 2 = Below Expectations
3 = Meets Expectations 1 = Far Below Expectations/Unsatisfactory
PROFESSIONALISM COMMENTS & FUTURE EXPECTATIONS 4 3 2 1
The display of appropriate attitude,
actions and work attire for the position;
Maint e nance of own wor k a rea;
Flexibility;
Commitment to professional gr owth;
Responsibility for actions;
A skill level that inspires respect and
confidence.
DEPENDABILITY COMMENTS & FUTURE EXPECTATIONS 4 3 2 1
The thoroughness demonstrated by the
employee in following through on
assignments and instructions in a reliable,
trustworthy and timely manner;
Overall attendance and adherence to work
schedules, office hours.
JUDGEMENT/DECISION MAKING COMMENTS & FUTURE EXPECTATIONS 4 3 2 1
The ability to think log ically and
practically before making decisions;
Use of independent thought, origin ality
and reasoning;
Ability to prioritize wo rk and timely
implementation of workable solutions to
problem;
The ability to handle confidential
information.
QUALITY OF WORK COMMENTS & FUTURE EXPECTATIONS 4 3 2 1
The value of wor k pro duced by the
employee and the thoroughness,
accuracy, neatness and acceptability of
the work completed;
Ability to work und er pressure and learn
from previous mistakes.
INITIATIVE COMMENTS & FUTURE EXPECTATIONS 4 3 2 1
Willingness to make significant
contributions with little direction,
voluntarily start projects, attempt non-
routine jobs and tasks;
Energy, enthusiasm and ingenuity;
Judgment and independent actions within
limits of authority;
Self starting and proactiv e.
F-HR-041 Rev. 0
III. CUSTOMER SERVICE
FACTORS
4 = Exceeds Expectations 2 = Below Expectations
3 = Meets Expectations 1 = Far Below Expectations/Unsatisfactory
TEAMWORK COMMENTS & FUTURE EXPECTATIONS 4 3 2 1
Contributes to a climate of strong morale
and spirit where people strive to do their
best
Notices when ot hers are over whelmed
and pitch es in
Celebrates wins and successes
Fosters open dialogue
Defines success in terms of the whole
team
Fosters a feeling of belonging in the team
CUSTOMER FOCUS COMMENTS & FUTURE EXPECTATIONS 4 3 2 1
Is dedicated to exceeding the expectations
and requir emen ts of internal and external
customers;
Gets first-hand customer information and
uses it for improvements in products and
services;
Establishes and maintains effective
relationships with all customers and gains
their trust and respect.
CONFLICT MANAGEMENT COMMENTS & FUTURE EXPECTATIONS 4 3 2 1
Steps up to conflicts, seeing them as
opportunities
Reads situations qu ickly
Good at focused listening
Can hammer out tough agreements and
settle dispu tes equitably
Can find common ground and get
cooperation
INTERPERSONAL
SKILLS/RESPECT
COMMENTS & FUTURE EXPECTATIONS 4 3 2 1
Ability to ex press ideas clearly, concisely
and effectively bo th orally and in writing;
Listens well, shares work related
inform ation, tolerant of othe rs ’ wo rk
styles;
Ability to work with oth ers in an assertiv e
and effective manner;
The exercise of authority or the response
to criticism in a tactful manner. Is easy to
approach and talk to
Uses diplomacy and tact
Can diff use e v en hig h-t ension situati o ns
comfortably
F-HR-041 Rev. 0
Treats others respectfully
III. CUSTOMER SERVICE
FACTORS
(Continued)
4 = Exceeds Expectations 2 = Below Expectations
3 = Meets Expectations 1 = Far Below Expectations/Unsatisfactory
CREATIVITY COMMENTS & FUTURE EXPECTATIONS 4 3 2 1
Comes up with new and unique ideas
Tends to be seen as original and value-
added in brainstorming settings
COMPASSION COMMENTS & FUTURE EXPECTATIONS 4 3 2 1
Is tolerant with people and processes
Lets people know their opinions matter
Has patience
Demonstrates real empathy with the joys
and pains of others
Is available and ready to help
F-HR-041 Rev. 0
OVERALL RATING
MAJOR JOB ELEMENTS
4 3 2 1
4 3 2 1
4 3 2 1
4 3 2 1
4 3 2 1
4 3 2 1
4 3 2 1
4 3 2 1
4 3 2 1
4 3 2 1
4 3 2 1
4 3 2 1
4 3 2 1
1.
2.
3.
PERFORMANCE FACTORS
Professionalism
Dependability
Judgment / Decision Making
Quality of Work
Initiative
CUSTOMER SERVICE FACTORS
Teamwork
Customer Focus
Conflict Management
Interpersonal Skills/Respect
Creativity
Compassion
4 3 2 1
Total Rating ___________
Calculation of Raise
Total rating__________Divide by number of items rated__________ = _________% increase
Effective Date_______________
Please note 2006 range for salary increase = 0-4%. Any rating of 1.5 or below indicates no increase.
___________________________________ __________________________________
Supervisor’s Signature Date
___________________________________ __________________________________
Next Level Supervisor/Manager Date
___________________________________ __________________________________
Employee’s Signature Date
Employee Comments:
F-HR-041 Rev. 0
Review and Revision History
Revision
Number
Authorized
Signature(s)
Date
Description of change
(If no changes, write N/A)
0 LLampidis 3/7/06 Initial version with revision number
F-HR-041 Rev. 0
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