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Performance Evaluation
 

Performance Evaluation

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    Performance Evaluation Performance Evaluation Document Transcript

    • Ferrum College Employee Performance Evaluation Employee Information Employee Name: Date ______________/______________/______________ Position: Department: Reason for Evaluation: Annual Other: ____________________ (Circle Only One) Evaluation Period From: To: Supervisor Information Supervisor Name________________________________________________ Title________________________________________ Evaluation Objective: The objective of the performance Evaluation is to facilitate open and honest communication between an employee and his/her supervisor regarding his/her work performance. This is accomplished by: 1. Gaining feedback from employees on how they feel about their job performance. 2. Informing employees on how their supervisor sees their performance as compared with established work standards 3. Providing an opportunity to discuss and agree upon ways in which acceptable performance can be maintained and poor performance corrected. Appraised Employee: Please read the Evaluation thoroughly and discuss the contents of the Evaluation with your appraising supervisor. You are encouraged to write your comments in the space provided and openly discuss each item prior to signing the Evaluation. Please remember that the objective of this Evaluation is to provide you a better understanding of how your job performance is perceived by your supervisor in relation to established job standards and to provide you an opportunity to discuss your performance. You are encouraged to take full advantage of this opportunity to openly discuss your performance with your supervisor. Performance Ratings 5 Employee Whose Performance Greatly Exceeds Expectations: This employee consistently exceeds performance expectations while demonstrating a high level of proficiency in all or most of the competencies required in his/her job. 4 Employee Whose Performance Exceeds Expectations: This employee consistently meets and frequently exceeds performance expectations while demonstrating a high level of proficiency in many of the competencies required in his/her job. 3 Employee Whose Performance Meets Expectations: This employee consistently meets and may occasionally exceed performance expectations while demonstrating proficiency in the competencies required in his/her job. 2 Employee Whose Performance Does Not Consistently Meet Expectations: This employee does not consistently meet performance expectations and/or demonstrates only a moderate level of proficiency in the competencies required in his/her job. 1 Employee Whose Performance Consistently Fails to Meet Expectations: This employee consistently fails to meet performance expectations and/or demonstrates only a minimal level of proficiency in the competencies required in his/her job. New (Draft) 05/31/07 Page 1 of 8 performance-evaluation33.doc
    • Performance Factors/Criteria Performance Rating Circle one 1. Job Knowledge: 1 2 3 4 5 • Demonstrates a thorough understanding of his/her job processes and procedures • Integrates knowledge to effectively accomplish job requirements • Efficiently uses resources (including management) to obtain additional knowledge Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ 2. Quality of Work 1 2 3 4 5 • Produces work that is accurate and reliable • Work is accomplished quickly and efficiently • Works in a thorough and organized manner while minimizing down time • Results are consistently within acceptable quality standards Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ 3. Cooperativeness 1 2 3 4 5 • Consistently supports management decisions as demonstrated by his/her actions • Demonstrates a “can do” attitude by responding positively to instructions • Follows instructions and works harmoniously with others to complete the job or task Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ 4. Commitment: 1 2 3 4 5 • Extent that employee is committed to his/her job and to the success of the College • Continuously puts forth the effort to achieve goals and continuous quality improvement • Degree to which employee goes the extra step to ensure job/task completion Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ New (Draft) 05/31/07 Page 2 of 8 performance-evaluation33.doc
    • circle one 5. Reliability: • Completes responsibilities with minimal direct supervision 1 2 3 4 5 • Follows through with assigned jobs and tasks all the way through completion • Puts forth the effort to achieve goals and objectives under varying circumstances Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ 6. Decision Making 1 2 3 4 5 • Ability to make decisions in a timely fashion • Makes quality decisions after considering all applicable information and processes • Demonstrates problem-solving capabilities • Shows a sense of initiative by anticipating operational needs and preparing accordingly Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ 7. Communication 1 2 3 4 5 • Exhibits good interpersonal skills • Develops and fosters professional relationships with co-workers and vendors • Keeps others informed as dictated by operational demands and need-to-know • Keeps self informed of announcements made via established College venues Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ 8. Adherence to College Policy 1 2 3 4 5 • Follows guidelines as established by policies • Conforms to College and job standards and requirements, shows respect for others • Acts in the best interests of the College at all times, serves as an example for others • Conducts business in an ethical fashion Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ New (Draft) 05/31/07 Page 3 of 8 performance-evaluation33.doc
    • circle one 9. Creativity and Independence 1 2 3 4 5 • Degree to which the employee suggest new solutions to problems • Discovers or suggests improvements for accomplishing College goals • Works with minimal guidance and goes beyond the expectations for the job Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ 10. Safety (if applicable) 1 2 3 4 5 • Degree to which employee is committed to providing and maintaining a safe work place • Reports all unsafe working conditions to supervisor or management team • Corrects unsafe work conditions as directed • Follows all safety policies Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ 11. Attendance 1 2 3 4 5 • Punctual • Meets or exceeds attendance expectations/requirements • Faithfully reports to work and conforms to scheduled work hours • When necessitated, follows call-in procedures and informs others of absences Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ New (Draft) 05/31/07 Page 4 of 8 performance-evaluation33.doc
    • ***This Section for Supervisory Personnel Only*** Performance Factors/Criteria Performance Rating circle one 12. Leadership 1 2 3 4 5 • Trains, develops, and motivates subordinates to contribute toward department goals • Selects, directs, and coordinates activities of others to meet performance requirements • Leads by example and serves as a role model • Follows through with directives and tasks Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ 13. Supervising and Directing 1 2 3 4 5 • Degree to which supervisor monitors and enforces College policies on others • Holds others responsible for their actions (including safety and housekeeping procedures) • Delegates authority while accepting responsibility for his/her actions • Counsels and directs improvement as needed Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ 14. Planning and Organizing: 1 2 3 4 5 • Analyzes work load, establishes realistic work and production goals, meets deadlines • Demonstrates effective time management with self and that of subordinates • Anticipates college needs, plans ahead, effectively organizes work and personnel Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ 15. Operational Results/Goals 1 2 3 4 5 • Degree to which operational goals were met for the year Supervisor Comments (Use additional sheet if more room is needed) ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________ New (Draft) 05/31/07 Page 5 of 8 performance-evaluation33.doc
    • **This Section Is To Be Completed For All Personnel** Employee Name: Evaluation Period: Position: Department: Goals and Objectives: Please list the top objectives or areas of improvement for the appraised employee and timetable for completion if applicable. 1. 2. 3. 4. OVERALL RATING: Check One ___ Employee Whose Performance Greatly Exceeds Expectations: This employee consistently exceeds performance expectations while demonstrating a high level of proficiency in all or most of the competencies required in his/her job. ___ Employee Whose Performance Exceeds Expectations: This employee consistently meets and frequently exceeds performance expectations while demonstrating a high level of proficiency in many of the competencies required in his/her job. ___ Employee Whose Performance Meets Expectations: This employee consistently meets and may occasionally exceed performance expectations while demonstrating proficiency in the competencies required in his/her job. For the following ratings, supervisors must also complete the attached development plan for improving performance: ___ Employee Whose Performance Does Not Consistently Meet Expectations: This employee does not consistently meet performance expectations and/or demonstrates only a moderate level of proficiency in the competencies required in his/her job. ___ Employee Whose Performance Consistently Fails to Meet Expectations: This employee usually fails to meet performance expectations and/or demonstrates only a minimal level of proficiency in the competencies required in his/her job. New (Draft) 05/31/07 Page 6 of 8 performance-evaluation33.doc
    • Supervisor Signature_______________________________________________________Date__________________________________ Employee Comments (Each employee is encouraged to add any comments to this review. Use additional sheet if more room is needed.) My signature indicates that my supervisor and I have jointly discussed this evaluation as well as expectations for the next evaluation period, however, it does not necessarily mean that I agree or disagree with everything that is stated in this evaluation. Employee Signature_________________________________________________________Date___________________________________ New (Draft) 05/31/07 Page 7 of 8 performance-evaluation33.doc
    • DEVELOPMENT PLAN Employee Name: Supervisor: Position: Evaluation Period: Department: Date: Using the performance factors as a guide, list in order of priority those areas in which the employee needs improvement and the actions planned to help him/her achieve desired improvement (i.e., goals). The areas and planned actions should be mutually discussed with the employee and appropriate target dates set for monitoring these plans. The results should be noted accordingly and communicated to the employee. Areas In Need of Improvement: Plan of Action: (Include specific goals and target dates) Results: New (Draft) 05/31/07 Page 8 of 8 performance-evaluation33.doc