Employee Performance Evaluation. I. Employee Information. Job Description. Attached.

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1 Employee Performance Evaluation I. Employee Information Employee Name: Employee Title: Review Period: Name of Manager: Title of Manager: Date of Review: II. Job Description. Attached.

2 III. Work Priorities. Record separate work priorities, as well as success indicators for each priority. During a Performance review, the manager should indicate the extent to which priorities were met or not met. Explain any changes to priorities that occurred during the year. Both employee and manager are asked to comment on each priority at the time of the evaluation. Priority #: Success Indicators for this Priority: Managers : : Priority #: Success Indicators for this Priority: Managers :

3 : Priority #: Success Indicators for this Priority: Managers : : Priority #: Success Indicators for this Priority: Managers :

4 : Priority #: Success Indicators for this Priority: Managers : : I agree to, and understand, the work priorities set above. Employee Signature Date Manager Signature Date

5 IV. Core Competencies Introduction: The following Core Competencies have been determined to be valuable skills and abilities for employees working at Employment and Training Resources. In the following Employee Evaluation Core Competency section use the rating scale to evaluate overall performance of each employee in each category relating to the individual employee s job description. Justify the rating by providing a supportive comment that relates to the individual employee s job description and work priorities that were developed for this evaluation period. Identify the employee s strengths in the areas of specific outcomes, skills and abilities to do the job. In evaluating each section, please consider how the employee interacts with both internal and external customers. Additionally each section includes but is not limited to the examples listed in that section. (A Performance Improvement Plan will be developed with the manager as necessary.) Consistent mastery and expertise in performance Consistent proficiency and effectiveness in performance Competence in performance Competence in some aspects of performance, but not all Has not demonstrated competence in performance Core Components Rating Customer Service: Addresses customer enthusiastically, efficiently, professionally and courteously. Understands customer needs and makes determinations related to the delivery of services based on those needs. Provides excellent customer service in order to build lasting customer relationships. Attempts to address and deescalate customer dissatisfaction. Manager s

6 Rating Manager s Quality of Work (includes but is not limited to ): Follows established guidelines and policies. Demonstrates commitment to continuous quality improvement. Work is thorough, accurate, and neat. Pays attention to detail. Is resourceful and innovative. Rating Managers Communication (includes but is not limited to ): Shares relevant information in useful, timely and respectful manner. Uses appropriate channels of communication, listens attentively. Receives and provides constructive feedback respectfully. Communicates clearly and effectively, verbally and in writing. 6

7 Rating Manager s Learning and Development (includes but is not limited to ): Keeps current with relevant workforce development needs and trends. Shares information with co-workers and customers. Willingness to learn new things. Attends appropriate trainings and workshops. Takes initiative. Rating Managers Community Development (includes but is not limited to ): Contributes to the development of community within each department, each center and the organization as a whole. Actively participates and contributes as a member of effective work teams. Works cooperatively with others. Contributes to resolution of workplace conflict. Interacts respectfully. 7

8 Rating Manager s Self Management (includes but is not limited to ): Is self-directed and works well independently. Approaches workday responsibilities positively. Manages own workload effectively. Solves problems in accordance with organization s mission. Honors commitments. Rating Manager s Professional Conduct (includes but is not limited to ): Adheres to organization s mission statement. Maintains confidentiality. Follows ethical standards as outlined in organization s Code of Conduct. Follows all of ETR s policies and procedures. Adheres to ETR s policies relating to absences, punctuality and dress code. 8

9 V. Professional Development Describe the recommended coaching, training or development activities that would improve performance, promote learning, job growth and enhance career development. VI. Overall Summary Overall Rating: Overall Summary: 9

10 Employee Signature: Date:. Manager Signature: Date:. Executive Director Signature: Date:. 0

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