GENERAL INFORMAT ION:
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1 <<_CompanyName_>> << _ A ddr e ss 1 _ >> << _ A ddr e ss 2 _ >> << _C ity _ > >, < <_ St at e Pr ov _ >> < < _ Pos ta lc od e_ > > << _ We b sit e _> > PERFORM ANCE APPRAISAL Employee Name: [Click here and type name] Hire Date: [Click here and type hire date] Employee Job Title: [Click here and type job title] Department: [Click here and type department] Review Period Start: [Click here and type period start] Supervisor: [Click here and type supervisor name] Review Period End: [Click here and type period end] Appraisal Date: [Click here and type appraisal date] GENERAL INFORMAT ION: The purpose of the review is to determine objectively how well an employee is performing in his/her present position. The review is based upon a consideration of all the major functions an employee performs. R A T ING 5. Outstanding 4. Exceptional 3. Meets Job Standards 2. Marginal LE VE L S O F PE R F OR MA NC E Overall performance is outstanding. Consistently carries out responsibilities in an outstanding manner. Performance is approaching the level of the ideal or perfect employee or is performing at the 3 level of supervisor s appraisal Performance is very good and is above standard most of the time. Periodically exceeds expectations Overall performance is satisfactory. Does good work most of the time and meets the requirements of the job Overall performance does not meet job requirements. Periodically, performance is inconsistent and unacceptable in some areas 1. Unsatisfactory The performance appraisal has two sections: Overall performance is unsatisfactory. Consistently performs at an unacceptable level in most areas of performance Section I covers Core Responsibilities/Duties (from current Job Descriptions or Responsibilities List) Section II covers the individual s actions that support the Core Responsibilities/Duties You are to check the appropriate box for each line within the categories. Ratings are 1 through 5 or N/A if the line does not apply. Total the points and divide by the number of lines in the Category minus any N/As. Then carry this total to page 7 and enter on the appropriate line. In Section II, the last performance element, Leadership, is worded to apply to supervisory positions. For non-supervisory staff, the entire category would be N/A (not applicable)
2 PERFORMANCE ELEMENTS: 2 Section I: CO RE RES PONS I B IL IT IES/DUT IES (F R O M J O B DE S C R IPT IO N T R AN SF ER EAC H R AT ING FO R T HESE SI X A R EA S T O P AG E 8) 1. [Click here and type core duty 1] 2. [Click here and type core duty 2] 3. [Click here and type core duty 3] 4. [Click here and type core duty 4] 5. [Click here and type core duty 5] 6. [Click here and type core duty 6] 3. [Click here and type comment] 4. [Click here and type comment] 5. [Click here and type comment] 6. [Click here and type comment]
3 Section II: 3 BUSI NES S ET HI C S Keeps Commitments Inspires the trust of others Maintains confidentiality Is accountable for all actions Shows respect & sensitivity for cultural differences Educates others on the value of diversity Promotes a harassment-free environment Total points this section: Rating 1 : CHANGE M A N A G EM ENT Adapts to changes in the work environment Changes approach or method to best fit the situation Meets challenges and difficult situations with resourcefulness Identifies problems in a timely manner Balances short and long-term goals Seeks out and accepts feedback to improve performance Total points this section: Rating 1 : 1 Rating is determined by adding all the scores and dividing it by the number of categories that are rated N/A categories are not included in this dividend
4 CO ST C O N SCI O U S N ESS 4 Works within approved budget Conserves organizational assets and resources Develops and implements cost saving measures Contributes to profits and revenue Total points this section: Rating 2 : MOT IV AT I O N Volunteers readily Undertakes self-development activities Seeks increased responsibilities Takes independent actions and calculated risks Asks for help when needed Responds to requests for assistance Strives to achieve organizational excellence Total points this section: Rating 2 : 2 Rating is determined by adding all the scores and dividing it by the number of categories that are rated N/A categories are not included in this dividend
5 PL ANNI NG A N D ORG A N IZ AT I O N 5 Selects and uses appropriate communication methods Gathers and analyzes information skillfully Prioritizes and plans work activities Uses time efficiently Sets goals and objectives Works in an organized manner Total points this section: Rating 3 : Q UALIT Y Maintains objectivity Demonstrates accuracy and thoroughness Looks for ways to improve and promote quality Displays commitment to excellence Applies feedback to improve performance Remains current on latest quality requirements Works in an organized manner Total points this section: Rating 3 : 3 Rating is determined by adding all the scores and dividing it by the number of categories that are rated N/A categories are not included in this dividend
6 T EAM 6 Balances team and individual responsibilities Exhibits objectivity and is open to others' views Establishes and maintains effective relations Offers assistance and support to co-workers Works actively to resolve conflicts Works well in group problem solving situations Conveys good and bad news to co-workers and customers Keeps individual and team's work aligned with overall goals Total points this section: Rating 4 : L EADER S HI P (SU PER VIS O R Y ST AF F O N L Y) Anticipates and resolves conflict, maintains objectivity Turns team diversity into an advantage Defines processes and goals Works for consensus, supports team decisions Makes the tough call when consensus cannot be reached Treats people with respect Recognizes contributions Encourages training and development Total points this section: Rating 4 : 4 Rating is determined by adding all the scores and dividing it by the number of categories that are rated N/A categories are not included in this dividend
7 PERF OR M A NC E REVI EW S UM M AR Y 7 Core Duty 1: Core Duty 2: Core Duty 3: Core Duty 4: Core Duty 5: Core Duty 6: Section I Total Points: Section Rating 5 Business Ethics Change Management Cost Consciousness Motivation Planning & Organization Quality Team Leadership Section II Total Points: Section Rating 5 Overall Rating: Section I and Section II Final Ratings added together Final Rating 6 F INAL RAT I NG EX PL A N AT I O N R A T ING 5. Outstanding 4. Exceptional 3. Meets Job Standards 2. Marginal 1. Unsatisfactory LE VE L S O F P E R F OR MA NCE Overall performance is outstanding. Consistently carries out responsibilities in an outstanding manner. Performance is approaching the level of the ideal or perfect employee or is performing at the 3 level of employees supervisor s appraisal Performance is very good and is above standard most of the time. Periodically exceeds expectations Overall performance is satisfactory. Does good work most of the time and meets the requirements of the job Overall performance does not meet job requirements. Periodically, performance is inconsistent and unacceptable in some areas Overall performance is unsatisfactory. Consistently performs at an unacceptable level in most areas of performance 5 Section Rating is determined by adding all the scores and dividing it by the number of categories that are rated N/A categories are not included in this dividend 6 Final Rating is derived by adding the totals from Section I and II and dividing by 2
8 SUPERVISOR S FINAL COMMENTS: 8 [Click here and type supervisor's comments] Signature: Date: [Click here and type date] Reviewed By: Signature: Date: [Click here and type date] EMPLOYEE ACKNOWLEDGMENT: I have reviewed this document and discussed the contents with my manager. My signature means that I have been advised of my performance status and does not necessarily imply that I agree with the evaluation. I also acknowledge that [Click here and type company name] is an "At-Will Employer and this performance appraisal in no way affects that employment relationship. Employee Signature: Date: [Click here and type date] EMPLOYEE COMMENTS: [Click here and type employee comments]
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The Bureau of Public Service System PERFORMANCE EVALUATION FORM GENERAL INFORMATION In accordance with Public Service System Rules and Regulations Part 9.1 The performance evaluation system is designed