REGIONAL DISTRICT OF EAST KOOTENAY PERFORMANCE APPRAISAL REPORT
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1 REGIONAL DISTRICT OF EAST KOOTENAY PERFORMANCE APPRAISAL REPORT NAME: TITLE: DEPARTMENT: DATE IN SERVICE: DATE OF LAST APPRAISAL: DATE OF CURRENT APPRAISAL: REVIEW APPRAISAL PROCESS 1. Review the evaluation form in its entirety prior to beginning the written approval. 2. The evaluation should encompass the entire period of time under review. Recent and/or isolated incidents should be minimized. 3. The supervisor and employee should have a common understanding of acceptable standards for the job being evaluated. Be certain that both employee and supervisor are familiar with the job description. The evaluation must embrace the entire position. 4. Comments are essential to a performance evaluation. When comments are requested, a one word reply is neither satisfactory nor fair. Comments should be used to explain ratings; also to make specific suggestions for improvement and/or development. 5. Section 4 and 5 are of particular importance to the supervisor and the employee. Before an employee can improve their job performance, the employee must know their strengths and areas needing improvement. The supervisor must share this information so that the employee will know their present status and required training. 6. If a section does not apply, indicate non applicable - N/A. PERFORMANCE RATINGS Actual performance compared with expected performance as described in the job description - 1. Well Below Standard: Performance results overall fail to meet position requirements. Definitely below acceptable standards. 2. Improvement Required: Performance results show inconsistent achievement. Improved results are required if performance is to meet standard requirements. 3. Standards Met: Performance results consistently meet job requirements. 4. Above Standards: Performance results meet all job requirements and, in many cases, show excellence in carrying out the duties of the position. 5. Outstanding: Performance results consistently show excellence in carrying out the duties of the position.
2 PERFORMANCE APPRAISAL REPORT SECTION 1 - JOB PERFORMANCE PAGE 1 QUANTITY OF WORK Produces an acceptable volume of work. QUALITY OF WORK Produces an acceptable grade of work, knowledge of the job, understands duties and procedures, accuracy. ABILITY TO MEET TIME FRAMES Completes work assignments on or ahead of schedule. RESOURCE MANAGEMENT Minimizes controllable cost and effectively utilizes resources on the job.
3 PAGE 2 SAFETY ATTITUDE PRACTICE Observes safety and health standards and works toward preventing accidents. EFFECTIVENESS follows through on work planned carries out instructions well does jobs well with little supervision ability to work under pressure, ability to deal with emergencies
4 SECTION 2 - FACTORS AFFECTING JOB PERFORMANCE Page 3 INITIATIVE AND CREATIVITY Performs assigned jobs in a self-confident, eager manner without detailed instructions, finds new and better ways to do job. ATTITUDE Shows interest, enthusiasm, cooperation, is conscientious, promotes morale, reliable, accepts responsibility. ADAPTABILITY Learns new duties, adjusts to new situations and procedures, copes well with problems. COMMUNICATION Effectively presents facts and ideas both orally and in writing; keeps supervisors and others informed of pertinent matters, good listening skills.
5 Page 4 INTERPERSONAL SKILLS Effectively works and deals with others, including co-workers, superiors, promotes team building and staff morale. PUNCTUALITY AND ATTENDANCE Arriving at work on time on a daily basis and conforming to work hours. Time off during last months Number of hours absent: sick family emergency leave of absence other Total hours absent PUBLIC RELATIONS Personal impression individual makes on others (attire appropriate for the job, grooming, etc. manner toward the public).
6 SECTION 3 - MANAGEMENT SKILLS Page 5 LEADERSHIP ABILITY Ability to lead the department and/or team in a fair manner while maintaining staff morale and ensuring an acceptable level of productivity. DELEGATION Ability to fairly delegate work to subordinates and ensure that all department staff maintain a workload that is appropriate for the position. TEAMWORK Promotes team work. Ensures the integrity of the workteam by encouraging good staff relations, open communication, and social interaction. Keeps all team members informed on activities of the department and ensures that all members carry their share of the load. Responds well to problems within the team. INTERDEPART- MENTAL COMMUNICATIONS Maintains contact with other departments to ensure that all policies and procedures are complied with. Encourages good working relationships between departments. Assists in the resolution of interdepartmental problems.
7 SECTION 4 - EVALUATION Page 6 STRENGTHS AREAS REQUIRING IMPROVEMENT OVERALL EVALUATION & RECOMMENDATION
8 SECTION 5 - GOALS AND DEVELOPMENT Page 7 LONG TERM GOALS SHORT TERM GOALS DEVELOPMENT Indicate development needs and recommend specific development actions/training which you believe will help the employee improve performance or prepare for greater responsibility beyond the present job.
9 SECTION 6 - SUPERVISOR S SIGNATURE Page 8 SIGNED DATE OF REPORT TITLE DEPARTMENT ADDITIONAL COMMENTS: SECTION 7 - EMPLOYEE S SIGNATURE EMPLOYEE S COMMENTS: EMPLOYEE S SIGNATURE DATE SIGNED Signature indicates that employee has participated and read this form and has discussed it with the supervisor. It does not necessarily imply agreement with the contents of this report. SECTION 8 - CHIEF ADMINISTRATIVE OFFICER S SIGNATURE CHIEF ADMINISTRATIVE OFFICER S COMMENTS: CHIEF ADMINISTRATIVE OFFICER S SIGNATURE DATE SIGNED Upon completing the report, forward copies as follows: Original - Personnel File Copy 1 - Employee Copy 2 - Supervisor The Performance Appraisal Report is a confidential document at all stages and must be treated as such.
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