GEORGIA INSTITUTE OF TECHNOLOGY CLASSIFIED PERFORMANCE APPRAISAL RECORD FOR NON-SUPERVISORY EMPLOYEES EMPLOYEE NAME: EMPLOYEE IDENTIFICATION #:

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1 GEORGIA INSTITUTE OF TECHNOLOGY CLASSIFIED PERFORMANCE APPRAISAL RECORD FOR NON-SUPERVISORY EMPLOYEES EMPLOYEE NAME: EMPLOYEE IDENTIFICATION #: JOB TITLE: REVIEWED BY: UNIT: DATE OF REVIEW: REVIEW PERIOD: FROM: TO: Instructions This form should be completed by the employee s immediate supervisor. The appraisal process involves assessing the employee s work performance during the review period relative to specific indicators and an overall rating. The following rating categories are employed: This scale is applied to the following performance indicators: Work Habits Teamwork Job Knowledge Productivity Communications Customer Service Attendance/Punctuality The performance levels are defined for each indicator. Please note that the definitions included herein are intended to describe in general a given level of performance relative to the factor being rated. They are not meant to be all inclusive of conditions which must exist in order to legitimately rate an employee at a given level. Rather the definitions are intended to convey, in broad terms, a snapshot description of conditions which typically exist at a performance level. Assign a rating for each indicator and enter comments as appropriate in the space provided. For any indicators rated as Highly Successful or Unsatisfactory, enter in the Comments section specifically what causes justify the rating. Entries in the Comments section for Fully Successful or Making Progress ratings are optional. Add additional pages as necessary. Following the rating of each indicator, formulate an overall rating reflective of those individual ratings and enter on page 4 of this form. Space has been provided for the rater to note any development actions that will occur during the next review period and for the employee to record any comments regarding the evaluation and/or developmental actions planned. The rater should sign the form in the space provided and obtain the signatures of the employee and the rater s immediate supervisor. The completed form should be routed to Office of Human Resources Compensation for further processing and filing.

2 Work Habits How well does the employee organize and execute assignments? To what degree is ongoing supervision/monitoring required to ensure that work is properly completed? How well does the employee demonstrate self discipline and reliability relative to work to be performed? Always performs assigned tasks as directed. Often completes tasks ahead of schedule and provides assistance to others. Understands and demonstrates the ability to effectively prioritize assignments to make the most efficient use of time and resources. Consistently accepts responsibility for assigned work and performs tasks as directed. Ensures that results are complete and meet expectations prior to beginning a new assignment. Becoming more familiar with work environment and available resources. While not fully adept at all aspects of work routines and processes, is progressing at an acceptable or better rate. Work performed is often not acceptable and must be redone by employee and/or others. Employee is generally perceived as unreliable and requires almost constant supervisory monitoring of work in progress and checking of results Job Knowledge How well does the employee demonstrate sufficient skill and knowledge to perform all parts of the job effectively, efficiently and safely? Possesses job knowledge that is well beyond normally acceptable as demonstrated by thorough understanding of how to perform regular work assignments as well as how those assignments relate to other areas. Serves as resource to others regarding work processes and procedures. Continuously strives to further improve job knowledge. Demonstrates thorough understanding of all procedures and processes required to effectively perform all assignments. Very rarely needs help regarding how to execute a given assignment. When new procedures or processes are introduced, learns quickly and begins efficient application. Has mastered the application of most procedures and processes required for fully successful job performance. In those areas where additional knowledge and expertise are required, satisfactory or better progress is being demonstrated toward their attainment. Shows a basic lack of understanding of how to perform routine assignments, even after repeated orientation. Frequently requires assistance from supervisor or others in order to complete task due to lack of knowledge of applicable procedures. 2

3 Communications How well does the employee present ideas, concepts and courses of action? Does the employee listen well and ask appropriate questions? Demonstrates oral and/or written communications skills that result in very clear and concise messages and feedback. Very rarely is it necessary to ask employee to explain unclear or ambiguous communications. Exhibits the ability to explain or describe in a manner that is easily understood by most recipients. Communicates with others effectively, speaking and/or in writing. Possesses and uses vocabulary required to successfully express thoughts, ideas and explanations. Presents comprehensive feedback. Keeps supervisor and co-workers informed. In most cases presents thoughts and ideas in a clear, concise manner. Only occasionally is additional feedback is required to ensure understanding of message. Often fails to make thoughts, ideas and explanations clear to others, speaking and/or in writing. Feedback is typified by the need to reword or elaborate in order to obtain required level of understanding. Attendance/Punctuality How consistently does the employee report for work on schedule and prepared? Consistently observes regular work schedule and makes self available to work both scheduled and unscheduled overtime. These actions are typified by volunteering to remain at work in emergencies or promptly responding to recalls received at home. Readily accepts scheduled overtime assignments. Volunteers to work overtime in areas outside normal work area when opportunities present themselves. Consistently adheres to assigned work schedule by arriving, beginning work, stopping work and departing as scheduled. During the work period, arrives at meetings, work sites, etc. on time or slightly before the scheduled time. Makes appropriate notification when delays to arriving to work on time is unavoidable. Is consistently regarded as a reliable employee. On occasion may arrive late for the scheduled start of the work day or for meetings or assignments. Is showing genuine efforts to correct this condition by making such occurrences less frequent. Demonstrates a pattern of disregard for assigned work schedule by arriving late and/or leaving early. Is often late for appointments during the work day and may attempt to extend rest and meal periods beyond scheduled times. 3

4 Teamwork How well does the employee work effectively with others and display an appropriate balance between individual and group efforts? Offers ideas for improvement contributed to group work effort that are well received and normally result in process improvements and productivity. Consistently volunteers to help others within work group as work schedule permits. Contributes positively to resolution of conflict or problem encountered. Contributes meaningfully to work group efforts by offering new ideas for improvement, sharing knowledge and otherwise demonstrating a cooperative manner in dealing with supervisors and coworkers. Does his or her part toward group efforts. Is making a conscious effort to become a team player. On a more frequent basis, is sharing job knowledge and ideas in an effort to improve overall group performance. Shows little or no interest in group efforts. Rarely demonstrates active participation in group interaction. Not perceived as a team player. Productivity To what degree do the employee s work efforts result in the desired outcomes to include quality, quantity and timeliness? Assignments are always completed as scheduled and at the desired level of output. Often they are completed ahead of schedule and at a level of quality and/or quantity well beyond expectations. Ideas and suggestions to improve productivity are offered and frequently generate positive results. Assignments are consistently completed on or at times ahead of schedule and at the desired level of output both in terms of quality and quantity. If conditions impacting productivity are outside the control of the employee, he or she notifies the supervisor in a timely manner. Assignments are usually completed on time and as specified. Only occasionally is delivery not on time or at the desired level of quality and quantity. Sufficient progress toward eliminating these situations is being made. Assignments are often not completed as scheduled and/or the desired level of work output are not met. Work must often be redone by the employee or others, resulting in delays. 4

5 Customer Service How effectively does the employee interact with customers in serving their needs? For purposes of this exercise, customer is defined as anyone (either internal or external to the Georgia Tech Community) requiring information or service related to the employee s job duties, knowledge and experiences. Goes out of his or her way to ensure customer satisfaction. Processes both routine and nonroutine customer inquiries and concerns in ways that result in a high degree of customer satisfaction. Goes beyond basic inquiry to learn of and respond to relevant issues that may not necessarily be apparent initially. Responds in a timely, courteous and informed manner to customer inquiries and concerns. When an immediate response is not possible, provides necessary follow-up and keeps customer informed. Attempts to meet customer demands in a fully acceptable manner. Occasionally may not fully deliver desired level of satisfaction due to lack of experience or job knowledge. Progress is being made to overcome this situation. Often appears indifferent to customer concerns. Provides minimal response to customers. While not necessarily discourteous, displays only the basics in the way of consideration for customer needs 5

6 Overall Rating In considering your ratings of the individual performance indicators and the employee's accomplishments relative to job expectations over the entire review period, how well is he or she performing? Please note that the overall rating should be supported by at least three (3) individual indicator ratings at the same level. The employee clearly goes beyond job requirements on a consistent basis. This is reflected by the general impression of accomplishment well beyond expectations. These conditions exists on a continual rather than occasional basis and are evident externally as well as internal to the organization. Job performance can be summarized as consistently completing job assignments as expected in terms of quality and schedule. The employee s performance can be described as solid, fully competent in all aspects of job content and expectations. The employee is moving at a reasonable pace toward overall success in job performance. While improvement is needed in some areas, progress is being made and the employee is expected to become fully successful in the near future. The employee s performance indicates the need for significant improvement in overall job performance is clearly evident. Regardless of the reason, the employee has demonstrated a lack of desired achievement during the review period. Need for development or other corrective actions are noticeably obvious. DEVELOPMENTAL PLANS EMPLOYEE COMMENTS SIGNATURES Employee & Date: Supervisor & Date: Next Level Supervision & Date: 6

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