SECTION A: PERSONAL DATA
Employees Name
Job title
Grade
Period under Review
2015
Date of Review
Division
Location
Managers Name
SECTION B: SELF REVIEW
Instructions:
Please review your performance based on your job description in the appraisal period and
describe your expectations for the next year
Past Performance
Describe your performance in the past year
Consistently demonstrated very good technical and professional knowledge and
skills.
Completed high quality work in accordance to specifications, standards and
procedures
What support was provided to you to perform your job?
Internet was made available which was quite helpful in gathering relevant
information needed to perform the required job.
What were some of the difficulties you faced while performing your job?
Non-availability of required software e.g. ProE
Which achievements are you most proud of?
Future Expectations
What are your career expectations for the next year?
Which goals would you like to set for the next year?
What can your manager do to help you achieve your goals?
Additional Comments
None
Employees Name: ___________________ Signature: __________________ Date: _________
SECTION C: PERFORMANCE APPRAISAL
Instructions
A Line Manager should review the Performance Attributes and indicate a rating by checking one box for
each. Exceeds Expectations and Below Expectations ratings require significant justification
and should be commented on in the Managers Comments section on the next page.
The ratings are defined as follows:
Exceeds Expectations Surpasses the standards and established performance expectations for this attribute.
Meet Expectations
Consistently meets standards and established performance expectations for this attribute.
Below Expectations
Performance does not meet expectations for this attribute. Improvement is needed.
I: Appraisal
Performance Attributes
1.
2.
Meets
Expectations
Exceeds
Expectation
Job Knowledge: Demonstrates technical and professional knowledge and
skills required to perform job tasks
Teamwork: Works collaboratively with other employees to achieve results
3.
Quality of work: Completes high quality work according to specifications;
Thoroughly follows standards and procedures
4.
Communication: Demonstrate excellent oral and written communication
skills
5.
Client/Customer Satisfaction: creative in meeting the evolving needs of
other colleagues/external clients/customers and constantly exceeding their
expectations
6.
Diversity: concerned to treat people fairly and ethically; Recognizes and
has respect for others backgrounds, views, values and beliefs
7.
Integrity: honest when working with others and accepts accountability for
own actions
8.
Innovation: generate new ideas and creative approach to constantly
improve the business processes; Special contributions you made to the
activities of the company during the year
Diversity: concerned to treat people fairly and ethically; Recognizes and
has respect for others backgrounds, views, values and beliefs
9.
Below
Expectations
ADDITIONAL APPRAISAL ITEMS FOR SUPERVISORS (Required only for an employee holding a supervisory
position)
1.
Management Skills: Oversees work plan and resources to deliver within established budget and timeline.
2.
Relationship Building: Utilizes professional network internally and externally; explains, advocates, and expresses facts
and ideas in a convincing manner to collaborate with individuals and groups
3.
Leading Others: Ability to motivate a group of people towards a common goal
4.
Leads with integrity: Creates an environment that is highly ethical and reinforces integrity in every internal and external
action.
II: Comments and Recommendations
Based on the assessment in Section 1, record your comments on the employees overall performance.
Provide explanations for Below Expectations and Exceeds Expectations ratings of
performance. Highlight what has gone well and areas for improvement.
Direct Manager Comments:
Functional Manager Comments (if applicable)
Divisional Manager
Employees Comments: Employee should review all ratings and comments from their Line Manager
and comment on these results from their perspective. The employee should address any additional
development opportunities that they believe would be beneficial for both their career development and
the company.
III: Job Description Review
Employee and Manager: Review the current job description for the employee and recommend any
changes.
Reviewed
Changes
Recommended
Yes
Yes
No
No
Suggested Changes
IV: Key Performance Indicator (90%)
S/N
KEY RESULT AREAS
KEY PERFORMANCE
INDICATOR (TARGET
PERFRMANCE)
ACTUAL PERFORMANCE
WEIGHT
OF KPI
20
20
20
15
15
TOTAL
V: Development Recommendations
Career Discussion: Discuss with the employee about his or her future career interests.
Possible next position(s) and timing:
Required Preparation:
Manager Comments:
Employee Comments:
ACTUAL
SCORE
Recommendations for Additional Development: Recommend developmental objectives and activities for
achieving these objectives such as training, education or other assignments that expands upon the knowledge, skills,
and abilities to perform current and future duties.
Objective:
Activity:
Objective:
Activity:
Objective:
Activity:
VI: Follow Up Meeting And Sign Off
Follow Up Meetings (scheduled if the performance of the employee is below expectations overall)
In 1 month
Date:
In 3 months
Date:
Sign Off
Job Title
Name
Signature
Date
Employee
Direct Manager
Functional Manager (if applicable)
Divisional Manager
VII: Attendance
FOR HR USE
Attendance rate (10%)
Grand Total
HUMAN RESOURCES DEPARTMENT
Comments by Human Resources_________________________________________________
____________________________________________________________________________
Name/Sign/Date______________________________________________________________
