HR09a ANNUAL PERFORMANCE REVIEW (Employee)
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1 HR09a ANNUAL PERFORMANCE REVIEW (Employee) Position Title: Employee Name: Employee Location: Reporting To: Reviewer Name: Date of Review: Purpose of Role: PART 1 - JOB RELATED COMPETENCIES Dependability Frequently unreliable; all work must be closely supervised and directed. Sometimes reliable; must be closely supervised. Performs all assignments; may miss some minor details. Accurately performs all tasks; follows through to required outcome with minimum supervision. Accurately and efficiently performs own function and extra tasks. Page 1 of 7
2 Quality of Work Completed Frequent errors; work is of poor quality and not self corrected; requires constant supervision. Of erratic quality; not thorough; work requires close supervision. Good quality on all assignments; nominal errors occurring. High level of quality; requires only occasional correction. Consistently accurate and thorough; errors are rare. Presentation Does not present well. Creates an unfavourable impression in the workplace. Suitable for present position. Very suitable presentation for ZCareZone requirements. Initiative Often needs precise, step-by-step instructions; requires a lot of direction. Tends to rely on specific instruction; some direction is necessary. Needs only moderate direction; does not rely excessively on others. Frequently takes own action on routine and non-routine matters; requires little direction. A self-starter; seeks and perceives problems and initiates plans and actions to resolution. Page 2 of 7
3 Ability to Learn Very slow to learn; frequently repeats errors; does not comprehend instructions. Slow to learn; does not readily comprehend instructions; sometimes repeats errors. Has normal capacity for learning; retains information learned. Learns readily; comprehends the basic or background of the information in most instances. Learns various subjects very quickly; retains knowledge well; seldom repeats mistakes. Judgement Decisions are rarely correct; does not identify or analyse problems. Decisions are sometimes correct; little analysis applied. Decisions are usually correct; may need some guidance. A decision is readily made and seldom in error; consults when necessary. Decisions show full analysis and are in most instances correct. Attendance Excessive absenteeism. Moderate absenteeism. Rarely absent. Outstanding record of attendance. Page 3 of 7
4 Qualifications Does not have appropriate qualifications for current position. Is currently working towards attaining required qualifications for current position. Has required qualifications for current position. Has attained required qualifications for current position and above. Supervisory / Leadership (if applicable) No supervisory / leadership qualities displayed. Very little supervisory / leadership qualities displayed. Has satisfactorily led a small group of people to planned results - limited experience in supervision / leadership. Has led various groups effectively - can assume greater responsibilities; eager to advance supervisory / leadership attributes. Proven and capable supervisor / leader; motivates self and other to achieve results. Page 4 of 7
5 PART 2 - CORE BEHAVIOURS Behaviours Outstanding Exceeds Expectations Meets Expectations Needs Improvement Attitude to work Quality Customer Service Interpersonal / Communication Skills Business Ethics / Values Team Work Skills Flexibility Continuous Improvement Ability to see tasks through to completion / resolution Supervisory Skills (if applicable) Outstanding = Exemplary performance, consistently achieves above the requirements of the position (5%) Exceeds Expectations = Meets requirements of the position whilst often addressing tasks above the requirements of the position (15%) Meets Expectations = Meets position requirements (75%) Needs Improvement = Does not meet all requirements of the position and improvement is required (5%) Page 5 of 7
6 PART 3 - PERFORMANCE SUMMARY What are the employee s outstanding / strongest points? What are the employee s development needs, if any, and what is being done to improve them (by management and employee)? Specific accomplishments the employee has achieved since the last review? Overall Performance Outstanding Exceeds Expectations Meets Expectations Needs Improvement Outstanding = Exemplary performance, consistently achieves above the requirements of the position (5%) Exceeds Expectations = Meets requirements of the position whilst often addressing tasks above the requirements of the position (15%) Meets Expectations = Meets position requirements (75%) Needs Improvement = Does not meet all requirements of the position and improvement is required (5%) Page 6 of 7
7 PART 4 - PERFORMANCE DEVELOPMENT OBJECTIVES Please list your goals for the next 12 months. This should be completed jointly by the Manager and Employee. Objective (What is to be achieved?) Performance Measures (How do you know if it has been achieved?) Action Plan / Time Frame Employee s Manager s Employee Signature: Reviewer Signature: Date: / / Date: / / MANAGER TO RETAIN ORIGINAL APPRAISAL WITH COPY PROVIDED TO EMPLOYEE AND HUMAN RESOURCES Page 7 of 7
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