This document is an intern assessment form used to evaluate an intern's performance at the end of their work period. It collects information about the intern, organization, and supervisor.
The form evaluates the intern's general workplace performance and specific job assignment performance across areas like attendance, attitude, problem solving, and communication skills using a 5-point rating scale.
Employers are asked to provide an overall performance assessment of the intern and optional feedback on their strengths, areas for improvement, and recommendations to better prepare them for the workplace.
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Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
2
Performance
Appraisals
Rating Standards
2 EXEEDS STANDARDSThe employee shows unusual initiative and makes suggestions that lead the organization, team, or unit in directions that benefit the company. Within the level of this position, this employee’s performance has moved the company to a new level of understanding, action, or results that are valuable to the organization’s future.
The employee’s major projects- even the difficult ones or ones he/she has initiated- have achieved better results than expected in timeliness, cost, quality, and service measures.
The employee demonstrates high competence (knowledge, skills, ability, experience) and high commitment (motivation and self-confidence).
Because of specific past performance, the employee has built a reputation among management and colleagues as an expert in her/his job arena.
The employee takes on extra projects and tasks without defaulting on other assigned activities.
The employee does her/his own advance planning, anticipates problems, and takes appropriate action. Her/his performance requires only occasional supervision and follow-up.
The employee invariably chooses effective and efficient approaches to getting the job done.
1 MEETS STANDARDSThe employee is doing a complete and satisfactory job. Performance is what is expected of a fully qualified and experienced person in the assigned position. The employee has achieved the results expected.The employee’s performance does not require significant improvement in major job areas. Improvement in skill maturity or experience may be desirable, but does not constitute a performance problem. This employee receives mostly positive comments from others with whom the employee works. This employee fosters work relationships that are productive.This employee benefits from supervision and follow-up and usually completes regular work and projects on schedule. Directive supervision and follow-up may be necessary when goals and projects are new or difficult. With direction, the employee uses effective and efficient approaches to getting the job done. The employee has experienced all of the job responsibilities of the position and is capable in each.
0 DOES NOT MEET STANDARDS The employee has done satisfactory work in some job areas, but needs improvement in other areas to do a complete and satisfactory job.The employee is on a plan to improve job areas. The employee may not yet have experienced all the job responsibilities of the position because he/she has not mastered the initial ones. He/she has been on the job long enough to have shown better performance. Co-workers have to pick up some of the employee’s workload until he/she is capable of being successful in all of the job responsibilities. The employee’s work in important job areas sometimes falls behind.The employee has not done satisfactory work in important job areas
Self Evaluation
Employee Name:_________________________________________ Date:___________ ...
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The exit interview with a terminating employee is your opportunity to obtain information about what your organization is doing well - and, what your organization needs to do to improve.
This form of exit interview may be helpful
2
Performance
Appraisals
Rating Standards
2 EXEEDS STANDARDSThe employee shows unusual initiative and makes suggestions that lead the organization, team, or unit in directions that benefit the company. Within the level of this position, this employee’s performance has moved the company to a new level of understanding, action, or results that are valuable to the organization’s future.
The employee’s major projects- even the difficult ones or ones he/she has initiated- have achieved better results than expected in timeliness, cost, quality, and service measures.
The employee demonstrates high competence (knowledge, skills, ability, experience) and high commitment (motivation and self-confidence).
Because of specific past performance, the employee has built a reputation among management and colleagues as an expert in her/his job arena.
The employee takes on extra projects and tasks without defaulting on other assigned activities.
The employee does her/his own advance planning, anticipates problems, and takes appropriate action. Her/his performance requires only occasional supervision and follow-up.
The employee invariably chooses effective and efficient approaches to getting the job done.
1 MEETS STANDARDSThe employee is doing a complete and satisfactory job. Performance is what is expected of a fully qualified and experienced person in the assigned position. The employee has achieved the results expected.The employee’s performance does not require significant improvement in major job areas. Improvement in skill maturity or experience may be desirable, but does not constitute a performance problem. This employee receives mostly positive comments from others with whom the employee works. This employee fosters work relationships that are productive.This employee benefits from supervision and follow-up and usually completes regular work and projects on schedule. Directive supervision and follow-up may be necessary when goals and projects are new or difficult. With direction, the employee uses effective and efficient approaches to getting the job done. The employee has experienced all of the job responsibilities of the position and is capable in each.
0 DOES NOT MEET STANDARDS The employee has done satisfactory work in some job areas, but needs improvement in other areas to do a complete and satisfactory job.The employee is on a plan to improve job areas. The employee may not yet have experienced all the job responsibilities of the position because he/she has not mastered the initial ones. He/she has been on the job long enough to have shown better performance. Co-workers have to pick up some of the employee’s workload until he/she is capable of being successful in all of the job responsibilities. The employee’s work in important job areas sometimes falls behind.The employee has not done satisfactory work in important job areas
Self Evaluation
Employee Name:_________________________________________ Date:___________ ...
In this file, you can ref useful information about performance appraisal forms such as performance appraisal forms methods, performance appraisal forms tips, performance appraisal forms forms, performance appraisal forms phrases … If you need more assistant for performance appraisal forms, please leave your comment at the end of file.
In this file, you can ref useful information about sample performance appraisal form such as sample performance appraisal form methods, sample performance appraisal form tips, sample performance appraisal form forms, sample performance appraisal form phrases … If you need more assistant for sample performance appraisal form, please leave your comment at the end of file.
In this file, you can ref useful information about annual performance appraisal report such as annual performance appraisal report methods, annual performance appraisal report tips, annual performance appraisal report forms, annual performance appraisal report phrases … If you need more assistant for annual performance appraisal report, please leave your comment at the end of file.
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The exit interview with a terminating employee is your opportunity to obtain information about what your organization is doing well - and, what your organization needs to do to improve.
This form of exit interview may be helpful
1. INTERN ASSESSMENT FORM (EMPLOYER ASSESSMENT-I)
* To be submitted as the signed scanned copy through official e-mail id at sapna.saxena@chitkarauniversity.edu.in
Intern’s Name: ___________________________________ University Roll No._____________________
Name of Organization: _________________________________________________________________
Address of Organization: _______________________________________________________________
Name of Supervisor/Training Manager: ____________________________________________________
Official e-mail id: _________________________________ Phone:_______________________________
Intern’s Job Role or Assignment: _________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
PART I (Mandatory)
Please complete this evaluation at the end of the student’s work period. You are encouraged to discuss
the completed form with the intern to aid in their professional development. The evaluation is a
mechanism that department has employed for continuous improvement, therefore it is not confidential.
Please use the scale below to evaluate your intern’s performance in the following areas:
1 2 3 4 5
Needs more training
or exposure
Performing below
expectations
Acceptable
performance
Above average
performance
Superior
performance
1 General Workplace Performance
Attendance & Punctuality 1 2 3 4 5
Appropriate attire 1 2 3 4 5
Attitude 1 2 3 4 5
Acceptance of criticism 1 2 3 4 5
Asks appropriate questions 1 2 3 4 5
Self-motivated 1 2 3 4 5
Practices ethical behaviour 1 2 3 4 5
Team works skills / Leadership skills 1 2 3 4 5
2 Specific Job Assignment Performance
Sufficient knowledge to perform tasks 1 2 3 4 5
Verbal communication skills 1 2 3 4 5
Written communication skills 1 2 3 4 5
Problem Solving Ability 1 2 3 4 5
Technical Skills 1 2 3 4 5
Meets deadlines 1 2 3 4 5
Takes initiative 1 2 3 4 5
Sets priorities 1 2 3 4 5
* Put tick on specific box
How would you assess the intern’s overall performance?
□ outstanding □ above average □ satisfactory □ below average □ unsatisfactory
2. INTERN ASSESSMENT FORM (EMPLOYER ASSESSMENT- II)
PART II (Optional)
* This section is optional but if provided will help academia & industry to work in tandem
This section gives you the opportunity, as an experienced professional, to make recommendations that
would help in the professional development of the student as well as give the Faculty some insight into
the areas that may need more attention.
What are the major strengths of this intern?
Which areas need improvement?
What would you recommend to make this student better prepared for the workplace? (e.g. courses,
activities, skills acquisition, programs)
Other comments, commendations, or recommendations:
Name of Signee________________________ (Official stamp of the organization)
Signature _____________________________
Date ____________________________