CITY OF GUNNISON EMPLOYEE PERFORMANCE APPRAISAL FORM 2013 Name: Position: Anniversary Date in Position: Department: Supervisor: Appraisal Period: from to PURPOSE Communication about performance between supervisors and employees throughout the review period is the single most important purpose of the Performance Appraisal process. Each employee needs to know what is expected of him/her at any given time and to receive ongoing feedback on his/her performance progress. The performance appraisal form provides the opportunity to identify and reinforce performance strengths and to pinpoint and plan for correcting performance deficiencies. INSTRUCTIONS At the beginning of the year supervisors and employees identify and record employee goals on the Individual Performance Goals page. The supervisor also reviews with the employee the key job duties, standards and the performance dimensions on which the employee will be evaluated. The manager and employee discuss and record progress on the above throughout the year. The manager and employee appraise performance at the end of the review cycle: Manager notifies the employee of the performance appraisal meeting. Employee prepares self-appraisal (where required by the manager). Manager reviews relevant performance data and completes the performance appraisal form. Manager and employee meet to discuss the performance appraisal form. Manager and employee set personal development and other goals for the next review cycle. Completed Performance Appraisal Forms are returned to City Manager s office by December 20. Any employee receiving a performance dimension rating of less than 2.0 (below fully competent) must have an attached performance improvement plan approved by the next level manager. Interim follow-up evaluations are required. PERFORMANCE RATING LEVELS 3.0 OUTSTANDING - A superior level of performance, which demonstrates excellence in the scope, quality, quantity, and efficiency in the employee s achieved results. 2.5 COMMENDABLE - A high level of performance that consistently exceeds the job requirements and expectations. 2.0 FULLY COMPETENT - A consistent performance level that meets the expectations of any qualified and experienced employee performing the same duties under the same conditions. 1.5 NEEDS IMPROVEMENT - Performance is inconsistent and frequently falls below
expectations. PERFORMANCE DIMENSIONS CUSTOMER SERVICE _ The effective employee is courteous and responsive; conveys a professional image while fulfilling position duties, both inside and outside the organization; communicates clearly and effectively; demonstrates effective listening; and represents the City in a timely and knowledgeable fashion. Is courteous, patient and helpful, even in the most difficult situations Provides responsive service, including follow up and additional information Communicates clearly, precisely and accurately Listens carefully Solicits, and is open to, the ideas of others Creates positive image for the organization Gives and receives feedback in a positive manner Comments and Specific Examples ORGANIZATIONAL TEAMWORK The effective employee collaborates with other employees and/or departments; acts as a resource for others by willingly sharing job knowledge and information to improve overall City operations; and identifies and solves problems in a constructive manner. Supports policy decisions and change Works with and assists other employees and/or departments Supports team goals Shares job knowledge and information Builds cooperative relationships Develops innovative approaches and ideas Suggests solutions to problems Takes proper care of city property, equipment, and vehicles Comments and specific examples
SELF MANAGEMENT _ The effective employee exhibits initiative to meet objectives with minimal supervision; is flexible and adaptable when faced with changing work situations; is dependable in terms of attendance and punctuality; and demonstrates safety awareness in carrying out job duties and follows safety procedures. Work performed is complete, accurate and timely. Completes job duties in an effective and efficient manner Works independently and requires appropriate level of supervision Is flexible and adaptable to change Plans, organizes, and prioritizes all job assignments Meets deadlines Works effectively under pressure Maintains a safe work environment and operating conditions Comments with Specific Examples TECHNICAL SKILLS The effective employee acquires, maintains, and expands knowledge of job, job procedures and policies, job requirements and the business; applies appropriate technical skills to complete work goals and objectives; works within budgetary constraints while meeting objectives; and manages City resources in a fiscally responsible manner. Maintains necessary certifications and training for job position Demonstrates knowledge of required technical skills Applies appropriate technology to complete job tasks Seeks input from others to improve overall job performance Seeks additional training and education to improve performance Understands and complies with job policies and procedures Effectively plans and utilizes available resources Comments with Specific Examples
WORK GOALS AND OBJECTIVES Work Goals for the period: Identify below up to three SMART personal developmental and work goals. SMART: Specific - Measurable - Attainable - Realistic - Time-Framed Goal 1: Goal 2: Goal 3: Assessment The effective employee sets priorities among tasks, sets reasonable time frames to complete goals, manages all available resources (including financial) to accomplish goals, and coordinates work goals with others. Prioritizes work goals and objectives according to City and departmental needs Sets realistic time frames to complete work goals Researches and plans work assignments to enhance performance and ensure quality Sets short-term and long-term goals to meet objectives Coordinates work goals and objectives with others Identifies available resources to assist with work goal completion Keeps supervisor informed of progress Completes work goals and objectives within established time frames Anticipates problems and works to overcome them Monitors expenditures and budgetary guidelines to successfully complete work goals Comments with Specific Examples
SUMMARY OF PERFORMANCE Total the ratings for the individual performance dimensions below and calculate the overall rating. Technical Skills Organizational Teamwork Self-Management Customer Service Goals and Objectives Total Overall Rating (Divide total score by 5) Manager s Summary of Overall Performance (Summarize strengths, talents and areas for development. Use back of page or attach additional pages as needed.) Employee Comments (Use back of page or attach additional pages as needed.) Signatures Employee Date The employee s signature does not necessarily mean the employee agrees with the above but indicates the employee has had an opportunity to examine and discuss the Appraisal with his/her supervisor. Supervisor Date Department Head Date City Manager Date Original to City Manager by December 4. Manager and employee each retain a copy.
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