EMPLOYEE PERFORMANCE EVALUATION
NAME
POSITION/TITLE
HIRE DATE
LOCATION/DEPARTMENT
EMPLOYMENT STATUS
FT
DATE:
PT
LAST REVIEW DATE
IMMEDIATE SUPERVISOR
TYPE OF
REVIEW:
PROBATIONARY
PD
ANNUAL
OTHER
Instructions for Evaluators
Performance evaluations are conducted by the employees immediate supervisor at least once every 12
month period or as needed. The goal is to reach a mutual understanding of the standards of performance
expected, and an overall performance rating. As the information recorded on this form will become
part of the employees personnel record, and may be used in decisions concerning advancement, future
training needs, performance-related salary adjustments or even disciplinary actions, take time to think
through and complete all sections.
The performance evaluation process has been divided into two parts, one for the supervisor and one for
the employee. Upon receipt of this package, give the employee the self-evaluation form to complete and
at the same time schedule a performance meeting within two weeks. Then complete the supervisors
section which has been divided into two sections: Major Job Elements and Performance/Customer
Service Factors.
First, list and briefly describe the major elements (duties and responsibilities) of this employees
position. Then, rate this employees performance of these major job elements and indicate with
comments your justification for each rating. YOU MUST MAKE A COMMENT WHENEVER YOU
CHOOSE
THE
RATING
EXCEEDS
EXPECTATIONS
OR
FAR
BELOW
EXPECTATIONS/UNSATISFACTORY. Next, rate this employees performance on the performance
factors listed; again you must justify a high or low grade. Note: you may give a half grade if you feel
the performance is between two rating levels. Finally, give an overall rating for this employees
performance and sign the form.
After the review, please make two copies of the performance evaluation; one for your records, the other
should be given to the employee. Return the original forms to the Human Resources Department.
F-HR-041 rev. 0
NAME____________________________________ REVIEW DATE______________________
This self-evaluation will be of help to both you and your supervisor in reviewing your progress and in
future planning. It provides an opportunity to compare your view, with that of your supervisors, on your
performance. After completing the evaluation questions (use additional paper if needed), share this form
with your manager either during or prior to your performance evaluation meeting, as agreed upon.
1. List the two, three or four major duties or responsibilities in your job.
2. Do you think your job description accurately describes your job?
3. Describe your major performance accomplishments in the last year.
4. What have been your major disappointments with your performance in the last year?
5. What could your supervisor and/or the company do differently to help you better perform your job?
6. What are the personal development areas in which you most need to improve?
7. What other comments or suggestions should be addressed in this review?
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STANDARDS OF PERFORMANCE
Evaluate the employees performance since the last appraisal. Place an X in the category which best
describes the performance level for the factor being rated. Include supporting evidence for each factor.
YOU MUST MAKE A COMMENT WHENEVER A GRADE OF 4 OR 1 IS CHOSEN.
4- EXCEEDS
EXPECTATIONS
3- MEETS
EXPECTATIONS
2- BELOW EXPECTATIONS/
NEEDS IMPROVEMENT
Consistently achieves
results superior to
expectations.
Normally achieves
expectations;
occasionally exceeds
requirements.
Work is below average, not Unacceptable; considerable
of quality expected;
and immediate
requires improvements.
improvements are necessary.
I. MAJOR JOB ELEMENTS
(See Job Description)
4 = Exceeds Expectations
3 = Meets Expectations
1- UNSATISFACTORY/
FAR BELOW EXPECTATIONS
2 = Below Expectations
1 = Far Below Expectations/Unsatisfactory
RATING: (Place X in box for appropriate rating)
1.
COMMENTS:
Next period expectations:
2.
COMMENTS:
Next period expectations:
3.
COMMENTS:
Next period expectations:
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II. PERFORMANCE FACTORS
4 = Exceeds Expectations 2 = Below Expectations
3 = Meets Expectations 1 = Far Below Expectations/Unsatisfactory
PROFESSIONALISM
COMMENTS & FUTURE EXPECTATIONS
4 3 2 1
COMMENTS & FUTURE EXPECTATIONS
4 3 2 1
COMMENTS & FUTURE EXPECTATIONS
4 3 2 1
COMMENTS & FUTURE EXPECTATIONS
4 3 2 1
COMMENTS & FUTURE EXPECTATIONS
4 3 2 1
The display of appropriate attitude,
actions and work attire for the position;
Maintenance of own work area;
Flexibility;
Commitment to professional growth;
Responsibility for actions;
A skill level that inspires respect and
confidence.
DEPENDABILITY
The thoroughness demonstrated by the
employee in following through on
assignments and instructions in a reliable,
trustworthy and timely manner;
Overall attendance and adherence to work
schedules, office hours.
JUDGEMENT/DECISION MAKING
The ability to think logically and
practically before making decisions;
Use of independent thought, originality
and reasoning;
Ability to prioritize work and timely
implementation of workable solutions to
problem;
The ability to handle confidential
information.
QUALITY OF WORK
The value of work produced by the
employee and the thoroughness,
accuracy, neatness and acceptability of
the work completed;
Ability to work under pressure and learn
from previous mistakes.
INITIATIVE
Willingness to make significant
contributions with little direction,
voluntarily start projects, attempt nonroutine jobs and tasks;
Energy, enthusiasm and ingenuity;
Judgment and independent actions within
limits of authority;
Self starting and proactive.
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III. CUSTOMER SERVICE
FACTORS
4 = Exceeds Expectations 2 = Below Expectations
3 = Meets Expectations 1 = Far Below Expectations/Unsatisfactory
TEAMWORK
COMMENTS & FUTURE EXPECTATIONS
4 3
COMMENTS & FUTURE EXPECTATIONS
4 3
COMMENTS & FUTURE EXPECTATIONS
4 3 2
COMMENTS & FUTURE EXPECTATIONS
4 3 2
Contributes to a climate of strong morale
and spirit where people strive to do their
best
Notices when others are overwhelmed
and pitches in
Celebrates wins and successes
Fosters open dialogue
Defines success in terms of the whole
team
Fosters a feeling of belonging in the team
CUSTOMER FOCUS
Is dedicated to exceeding the expectations
and requirements of internal and external
customers;
Gets first-hand customer information and
uses it for improvements in products and
services;
Establishes and maintains effective
relationships with all customers and gains
their trust and respect.
CONFLICT MANAGEMENT
Steps up to conflicts, seeing them as
opportunities
Reads situations quickly
Good at focused listening
Can hammer out tough agreements and
settle disputes equitably
Can find common ground and get
cooperation
INTERPERSONAL
SKILLS/RESPECT
Ability to express ideas clearly, concisely
and effectively both orally and in writing;
Listens well, shares work related
information, tolerant of others work
styles;
Ability to work with others in an assertive
and effective manner;
The exercise of authority or the response
to criticism in a tactful manner. Is easy to
approach and talk to
Uses diplomacy and tact
Can diffuse even high-tension situations
comfortably
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Treats others respectfully
III. CUSTOMER SERVICE
FACTORS
4 = Exceeds Expectations 2 = Below Expectations
3 = Meets Expectations 1 = Far Below Expectations/Unsatisfactory
(Continued)
CREATIVITY
4 3 2
COMMENTS & FUTURE EXPECTATIONS
4 3 2
Comes up with new and unique ideas
Tends to be seen as original and valueadded in brainstorming settings
COMPASSION
COMMENTS & FUTURE EXPECTATIONS
Is tolerant with people and processes
Lets people know their opinions matter
Has patience
Demonstrates real empathy with the joys
and pains of others
Is available and ready to help
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OVERALL RATING
MAJOR JOB ELEMENTS
1.
4 3 2 1
2.
4 3 2 1
3.
4 3 2 1
PERFORMANCE FACTORS
Professionalism
4 3 2 1
Dependability
4 3 2 1
Judgment / Decision Making
4 3 2 1
Quality of Work
4 3 2 1
Initiative
4 3 2 1
CUSTOMER SERVICE FACTORS
Teamwork
4 3 2 1
Customer Focus
4 3 2 1
Conflict Management
4 3 2 1
Interpersonal Skills/Respect
4 3 2 1
Creativity
4 3 2 1
Compassion
4 3 2 1
Total Rating ___________
Calculation of Raise
Total rating__________Divide by number of items rated__________ =
Effective Date_______________
_________% increase
Please note 2006 range for salary increase = 0-4%. Any rating of 1.5 or below indicates no increase.
___________________________________
Supervisors Signature
__________________________________
Date
___________________________________
Next Level Supervisor/Manager
__________________________________
Date
___________________________________
Employees Signature
__________________________________
Date
Employee Comments:
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Review and Revision History
Revision
Number
Authorized
Signature(s)
Date
Description of change
(If no changes, write N/A)
LLampidis
3/7/06
Initial version with revision number
F-HR-041 Rev. 0
