PERFORMANCE APPRAISAL (Non-Exempt)

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1 PERFORMANCE APPRAISAL (Non-Exempt) ****************************************************** Name Department: Job Title Appraisal Period

2 JOB KNOWLEDGE Consider overall knowledge, constructive and creative use of knowledge and efforts toward professional development. Significant improvement needed in basic skills and knowledge. Substantial improvement required to meet the expected standards of the position. Occasionally needs to improve and correct some identified knowledge and/or skill deficiencies to meet expected standards of position. Displays proficient skills and knowledge required to meet or sometimes exceed job standards. Demonstrates high degree of proficiency and independence. Is recognized as very knowledgeable and skilled. Clearly and consistently demonstrates superior proficiency and is recognized as expert in the skills and knowledge required for the job. Independently applies acquired skills and knowledge in performance of job responsibilities. PRODUCTIVITY/QUANTITY Consider completion of work, need of assistance from others, volume, backlog, speed, and ability to meet deadlines and schedules. Frequently fails to complete acceptable volume of work within the schedules. Requires constant monitoring to avoid high volume of backlog. Occasionally completes work at a slow pace requiring improvement in speed and accuracy. Work sometimes requires ongoing monitoring to meet schedules. Regularly completes work at a steady pace with acceptable speed and accuracy. Requires expected assistance from others. Work is completed by the established deadlines and schedules. Occasionally seeks additional tasks or assignments. Usually completes work at a fast pace with consistent speed and accuracy. May sometimes require assistance from others. Work is completed by the schedules and frequently before. Often seeks additional tasks or assignments. Always completes high volume of work with superior speed and accuracy. Rarely requires assistance from others. Work is always completed on or before established deadlines and schedules. Frequently seeks additional tasks or assignments. QUALITY Consider accuracy, neatness, thoroughness, timeliness and attention to detail. Makes frequent and repeated errors on routine tasks. Assignments require frequent rework and monitoring on a regular basis. Often misses established timelines. Errors occasionally exceed acceptable levels. Deadlines are periodically missed and follow-up is sometimes required. Work is generally correct. Margin of error is within acceptable margins. Work regularly meets established timelines. Work is accurate, complete, and error free. Work is regularly completed on or before established timelines. Work is always of high quality, consistently accurate and complete with rework seldom required. Work is always completed on or before established timelines.

3 COMMUNICATION Consider effectiveness in written and verbal communication, whether the clear, understandable and easy to follow, and the employee s ability to keep supervisor well informed. Consider listening skills and demonstrated follow through on written and verbal communication. Unable or unwilling to present verbal and written information in an effective manner. Regularly fails to keep supervisor informed and follow instructions. Requires constant followup and monitoring. Demonstrates little or no desire or ability to improve skills. occasionally lacking or ineffective. Sometimes fails to keep supervisor informed of work progress or important issues. Instructions usually require follow-up and monitoring. conveyed effectively. Typically keeps supervisor informed. Demonstrates attentive listening skills that may sometimes require follow-up. consistently clear and understandable. Proactive in keeping others informed in a timely manner. Demonstrates effective listening skills that seldom require follow-up. Usually seeks clarification or additional information when necessary. always clear and concise. Information is delivered or received on or before due date. Always keeps supervisor and co-workers well informed. Effective listening skills requiring little or no follow-up. Takes initiative to seek clarification or gather additional information when necessary. SERVICE Consider approach and contribution toward positive and productive working conditions through teamwork, cooperation, flexibility, follow-through, responsiveness, courtesy, willingness to assist others, reliability and dependability. Consider both internal and external service. Frequently confrontational with customers and coworkers. Demonstrates little or no attempt to assist co-workers or other departments. May negatively impact overall team morale. May encounter difficulty working with others. Hesitates or avoids assisting co-workers or other departments. Requires high level of direction and monitoring. May occasionally be confrontational with customers, co-workers or supervisors. Works well with others. Responds to and completes tasks in an acceptable manner. Sometimes takes initiative to provide service beyond expected level. May require assistance or direction with difficult or more complex issues. Displays high degree of cooperation with coworkers and peers. Assists customers and co-workers in a prompt and courteous manner. Can be counted upon to complete tasks and appropriately respond to difficult requests or service needs. Always assists customers and co-workers in a prompt and courteous manner. Highly cooperative, responsive and flexible. Recognized and heavily relied upon by others as a person who consistently takes the necessary steps and utilizes resources to get the job done right the first time. ATTENDANCE Consider punctuality/tardiness and unscheduled absenteeism in relation to company attendance guidelines. UNACCEPTABLE: Has 6 or more occurrences of absenteeism in the course of a rolling 12-month period and/or 12 or more incidents of tardiness in the course of a rolling 12-month period. ACCEPTABLE: Has fewer than 6 occurrences of absenteeism in the course of a rolling 12-month period and fewer than 12 incidents of tardiness in the course of a rolling 12-month period. Never late or absent (0 occurrences)

4 JUDGMENT Consider establishment of priorities, anticipation of problems and action taken to prevent or resolve, effective use of available information and equipment, and the application of common sense. Regularly fails to recognize problems and attempt resolution. Makes little or no effort to prioritize job duties. Avoids or fails to seek direction to problem resolution. Poor or no utilization of available resources for completion of duties. Sometimes fails to anticipate problems and identify preventive actions. Work is sometimes not prioritized and more than expected direction is required. Inappropriate action or no action is taken on import-ant job responsibilities. Promptly responds to problems and work is well prioritized. Sometimes anticipates problems and takes preventive action. Uses available resources effectively and typically exercises good judgment in their application. Usually anticipates problems and takes preventive action. Exercises sound judgment in the application of procedures and prioritizing of work. Occasionally develops or recommends new methods or adaptations to meet new conditions. Always anticipates problems and takes preventive action. Work load is always very well prioritized. Recognizes complex or difficult situations and takes appropriate action with little or no direction. Applies available resources and develops proper alternatives independently. INITIATIVE/INDEPENDENCE Consider ability to develop and undertake new tasks, make constructive suggestions, and amount of supervision/direction required to complete required tasks. Rarely volunteers for assignments. Requires constant supervision to complete assignments. Demonstrates little or no attempt or ambition to complete assigned tasks. Needs follow-up and more than expected supervision to complete work. May avoid accepting new responsibilities. Performs all tasks as assigned. Accepts new responsibilities as assigned and when asked, makes suggestions to improve work process. Occasionally seeks new tasks. Works well when given responsibilities. Often makes suggestions to improve process. Self-starter. Seeks out additional responsibilities. Very proactive and frequently makes constructive suggestions to improve work flow. CONDUCT Consider overall adherence to company and department procedures, safety and other rules of conduct. Consider employee s overall use of good judgment in performance of duties and adherence to procedures. Frequently displays poor judgment. Fails to follow established rules of conduct. Requires frequent and on-going corrective action regarding job conduct. Sometimes inconsistent in following rules of conduct and/or safety. Exercise of good judgment is inconsistent. Requires guidance and follow-up on adherence to standards. Regularly follows all company rules of conduct and safety. Reliable in use of sound judgment under normal circumstances. Consistently follows procedures and rules relating to conduct and safety. Consistently exercises sound judgment in routine and most difficult situations. Exercises superior judgment when making difficult and complex decisions. Recognized as a role model to others in the area of adherence to conduct and safety rules.

5 OVERALL RATING OF PERFORMANCE The following overall performance categories describe the attributes and individual performance qualities that would be clearly evident for each level of performance indicated. UNSATIS Knowledge and skills are clearly lacking or not being utilized to meet minimum requirements. Performance fails to meet minimum standards in most areas. Requires constant supervision and monitoring of productivity. Errors are frequent and often repeated. Sustained failure to respond to coaching and performance development plans may suggest removal from position. Assignments and tasks sometimes require frequent and detailed instructions, monitoring and follow-up. Quality and quantity performance standards are periodically out-of-balance. May be performing in a learning capacity with regard to job knowledge and productivity. Errors sometimes exceed acceptable amounts and may be periodically repeated. Fully qualified and experienced person. Performance meets and occasionally exceeds required levels. Consistent performance where errors are few and seldom repeated. Demonstrates appropriate balance between quality and quantity. Requires expected level of supervision and follow-up. Exceeds position s requirements even on difficult and complex components of the job. Takes on additional projects and tasks without defaulting in other assigned activity fields. Projects and tasks are done thoroughly and completely. Requires only occasional supervision and follow-up. Anticipates problems and takes appropriate action. Employee demonstrates a knowledge that normally can be gained only through extended periods of training and experience. Recognized by subordinates, peers and superiors as an expert in this job area. Employee may be a prime candidate for promotion when a higher level position in this or related field becomes available. Employee s actions show an understanding of work well beyond assigned area. Outsiders seek the employee out because of knowledge and skill in many facets of the department s/unit s work. Requires little or no supervision and followup. Steps forward in difficult situations or when volunteers are required. OVERALL EMPLOYEE STRENGTHS/SIGNIFICANT ACCOMPLISHMENTS: AREAS FOR DEVELOPMENT: EMPLOYEE Employee Signature Date Department Manager/Director/VP Signature Date Employee s Supervisor Signature Date Human Resources Signature Date

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