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Employee Performance Evaluation Policy: Performance Rating Scale Outstanding

The document outlines an employee performance evaluation policy and rating scale for a company. It describes 5 rating levels - Outstanding, Excellent, Good, Average, and Below Average. These are based on how well employees meet expectations in areas like results, quality, timeliness, and behaviors aligned with company values. The policy also provides sample evaluation scorecards that assign different weights to ratings from a line manager, project manager, and HR manager based on traits and values.

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Zani Kainat
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156 views3 pages

Employee Performance Evaluation Policy: Performance Rating Scale Outstanding

The document outlines an employee performance evaluation policy and rating scale for a company. It describes 5 rating levels - Outstanding, Excellent, Good, Average, and Below Average. These are based on how well employees meet expectations in areas like results, quality, timeliness, and behaviors aligned with company values. The policy also provides sample evaluation scorecards that assign different weights to ratings from a line manager, project manager, and HR manager based on traits and values.

Uploaded by

Zani Kainat
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Employee Performance Evaluation Policy

Performance Rating Scale

Outstanding (Performance is Exceptional)


The employee delivers extraordinary accomplishments
in their role as measured by results, consistent work quality, quantity, and timeliness in all areas of
responsibility. His or her contributions have made an outstanding impact on the achievement of
department and company priorities. Employee exhibits mastery in all dimensions of role and
responsibilities. Serves as an inspirational role model for behaviors consistent with MTP’s mission
and values.

Excellent (Performance Exceeds Established Expectations)


The employee exceeds established
expectations as measured by results, consistent work quality, quantity, and timeliness in most areas of
responsibility. He or she exhibits mastery in most dimensions of the work performed, making a
significant contribution in support of the department, section, or company goals. Sets an excellent
example of behaviors consistent with MTP’s mission and values.

Good (Successfully Meets Established Expectations)


The employee meets established
expectations as measured by results, work quality, quantity, and timeliness in areas of responsibility.
He or she exhibits proficiency in most dimensions of the work performed and achieves and
occasionally exceeds established goals. Demonstrates behaviors consistent with MTP’s mission and
values.

Average (Performance is Below Established Expectations)


The employee is inconsistent in
meeting most established expectations in terms of results, consistent work quality, quantity, and
timeliness in one or more important areas of responsibility, and/or one or more of the most critical
goals were not met. Behavior may not be consistent with MTP’s mission and values. Continued
development and improvement are required in key areas of the job in order to successfully meet
expectations.

Below Average (Performance is Unsatisfactory)


The employee does not meet minimum
established expectations in results, consistent work quality, quantity, and timeliness in all important
areas of responsibility, and/or fails to achieve reasonable progress toward critical goals. Behavior may
not reflect MTP’s mission and values. Significant improvement is needed in most areas of the job in
order to successfully meet expectations.

Performance evaluation Score for development resources

Appraiser Percentage Score Traits & Values


Line Manager 50% X/50  Responsibility
 Ownership
 Contribution
 Technical Expertise
 Team Support
 Doing The Extra Mile
 Out of Office Hours Support
 On Time Delivery
 Quality of Delivery
 Quantity of Delivery
 Finisher
 Customer Satisfaction
 Behavior
 Skillset Upgrade
 Certifications
 Initiative
 Innovation

 Responsibility
 Ownership
 Contribution
 Technical Expertise
 Team Support
 Doing The Extra Mile
 Out of Office Hours Support
Project Manager(s) 25% X/25
 On Time Delivery
 Quality of Delivery
 Quantity of Delivery
 Finisher
 Customer Satisfaction
 Behavior

 Punctuality
 Behavior
 Ethics
 Confidentiality
 Transparency
 Professional Conduct
HR Manager 25% X/25
 Safety and Security
 Language
 Dress Code
 Policies Adherence
 Influence

Total 100% X/100  

Performance evaluation Score for non-development resources

Appraiser Percentage Score Traits & Values


Line Manager 70% X/70  Responsibility
 Ownership
 Contribution
 Domain Expertise
 Team Support
 Doing The Extra Mile
 Out of Office Hours Support
 On Time Delivery
 Quality of Delivery
 Quantity of Delivery
 Finisher
 Customer Satisfaction
 Behavior
 Skillset Upgrade
 Certifications
 Initiative
 Innovation

 Punctuality
 Behavior
 Ethics
 Confidentiality
 Transparency
 Professional Conduct
HR Manager 30% X/30
 Safety and Security
 Language
 Dress Code
 Policies Adherence
 Influence

Total 100% X/100  

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