员工自我评价手册

EMPLOYEE SELF EVALUATION HANDBOOK Table of Contents Purpose of Performance Evaluations    3 Barriers to Effective Performance Evaluations    3 Performance Evaluation Process    3 Questions to Help Develop the Self Evaluation    4 General Definitions of Performance Levels    5 Sample Employee Self Evaluation Form    7 Guidelines for Employee Performance Evaluation    18 Performance Management Policy    19 Performance Evaluation Meeting    20 Sample The Company Employee Performance Evaluation    21 Purpose of Performance Evaluations Why do Performance Evaluations? ∙ Identifies any performance concerns which may need improvement ∙ Sets future goals and objectives ∙ Motivates and develops employees ∙ Signals to employees that you care ∙ Develops you as a supervisor Barriers to Effective Performance Evaluations ∙ Evaluating a person’s performance can raise uncomfortable feelings ∙ Dislike “confrontation” ∙ Risk of offending the employee ∙ Too busy with other pressing issues ∙ Lack of confidence inability to write an effective evaluation ∙ Form is intimidating – takes too much time to complete Performance Standards should be: ∙ Measurable – quantity, quality, timeliness ∙ Observable – able to see it happen or identify the effect or outcome ∙ Reliable – criteria has been established and agreed to ∙ Achievable – the employee must be able to control the outcome ∙ Active – describes the outcome wanted, not what is not wanted Performance Evaluation Process Step 1    Human Resources generates the Employee Performance Evaluation in accordance with the employee’s probationary evaluation cycle or notifies the program area through the annual performance evaluation cycle process. Step 2    Employees are encouraged to utilize the Employee Self-Evaluation to cite specific accomplishments and provide other relevant information. Step 3    Each supervisor completes an Employee Performance Evaluation for staff employees he/she supervises directly. Step 4    Supervisor reviews performance evaluation with area director or executive director. Step 5    The supervisor and employee meet to discuss the performance evaluation.  Prior to signing the form, the employee may include a written response. Step 6    The Employee Performance Evaluation Form is provided to the employee for final review, comment, and final submission to the immediate supervisor. Step 7    The Employee Performance Evaluation and Employee Self-Evaluation Forms (if completed) are sent to Human Resources for processing and are placed in the employee’s permanent personnel file. Questions to Help Develop the Self Evaluation (1) What portions of your work do you feel you do best? (2) Do you find there is opportunity in your work to do the things you do best? (3) Do you feel that you have an adequate understanding of the requirements of your position?  For which responsibilities would a clearer understanding be particularly helpful? (4) What are some of the things you like most about your current job? (5) Looking at your position as a whole, what would you say you have learned in the past year? (6) Again, looking at your current position as a whole, what would you say you have contributed in the past year? (7) Are there any specific areas of your position for which you believe you need more experience or training? (8) What changes do you think could be made to help you do your current job better or more easily? (9) Do you have any other comments or suggestions you want to make about your position? General Definitions of Performance Levels INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. ∙ Performance is consistently below established expectations, requirements, or standards. ∙ Ineffectively applies or lacks job knowledge/skills to meet standards. ∙ Demonstrates failure to initiate improvement to complete objectives. ∙ Delivers inaccurate and generally undependable results. ∙ Displays behaviors and actions which are detrimental to co-workers, teamwork, and/or customers. ∙ May also have poor attendance which hinders workflow and organizational objectives. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. ∙ Performance does not fully meet established expectations, requirements, or standards. ∙ May fail to pursue developmental opportunities and/or apply new skills to meet standards. ∙ Exhibits difficulty adjusting to changing situations or work assignments. ∙ May not exhibit proactive problem-solving to improve and/or adjust work processes. ∙ Performs inconsistently, possibly leading to some inaccurate, untimely, and/or undependable results. ∙ At times, displays actions which are detrimental to customer service relationships.  May behave in a manner which is detrimental to the work group. ∙ May display irregular attendance that impacts workflow and organizational needs. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. ∙ Performance consistently meets established expectations, requirements, or standards. ∙ Effectively applies and pursues opportunities to increase job knowledge/skills to complete objectives. ∙ Readily adjusts to changing situations and work assignments. ∙ Demonstrates proactive problem-solving to improve and/or adjust work processes. ∙ Produces results dependably, timely, and accurately. ∙ Effectively meets the needs of customer services relationships.  Exhibits expected workplace courtesy and respect. ∙ Work behaviors positively influences work group. ∙ Displays regular attendance to meet organizational needs. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. ∙ Performance frequently exceeds established standards, expectations, and requirements. ∙ Customarily increases job knowledge/skills to accomplish goals; often seeks, accepts and achieves noteworthy success on additional responsibilities. ∙ Actively supports and embraces changing situations and additional work assignments. ∙ Regularly develops approaches and implements solutions to projects/problems. ∙ Produces superior work quality and productivity beyond standards. ∙ Regularly seeks/implements improvements in customer service relationships.  Strongly exhibits positive work behavior which promotes and influences cooperation from others. ∙ Often demonstrates flexibility to meeting organizational needs. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. ∙ Performance consistently surpasses established performance standards or expectations. ∙ Continually applies ever-increasing job knowledge and skills to address challenges and/or lead new initiatives. ∙ Anticipates and proactively responds to changing situations and additional work assignments.  Encourages in others a supportive response to change. ∙ Contributes significantly to the organization’s success well beyond job requirements. ∙ Routinely seeks, accepts, and achieves extraordinary success on additional responsibilities. ∙ Contributes and leads innovative, workable solutions to projects/problems.  Accomplishes high work quality and productivity, even amidst obstacles. ∙ Demonstrates constant commitment to continuous improvement in customer service.  Exhibits leadership behavior which enhances work group performance. ∙ Offers and applies high flexibility and dedication to meet organizational goals. Sample Employee Self Evaluation Form ONE EXAMPLE  OF EMPLOYEE SELF EVALUATION The purpose of the one company Employee Performance Evaluation is to assist in the professional development of one company’s employees, enhance communication between supervisor and employee, recognize areas of strength, and suggest areas for improvement. (Refer to Performance Management in the Personnel Policy Manual) Employee Name Job Title Evaluator Name Job Title Evaluation Period: 7/1/00 to  6/30/01 Instructions: ONE COMPANY’s Employee Performance Evaluation includes eight rated performance factors.  Each of these factors consists of five descriptive phases indicating varying levels of performance.  Evaluate each factor related to your position.  Please keep in mind that the descriptions under each factor are not all inclusive and all items may not be relevant to your position.  The ratings which closely reflect your performance should be noted.  To support the performance ratings, you must provide specific examples of each performance behavior including areas of strengths and areas that need improvement.  The ratings are based on your job responsibilities, goals, and standards established at the beginning of the rating period. Please rate using the following: Job Knowledge - understanding of job duties and responsibilities; having necessary job skills and knowledge; understanding/promoting company missions and values; keeping current with new developments and existing policies and procedures; etc. Definition of Ratings: EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Quality of Work - ability to provide neat, accurate, and thorough quality work; accuracy and attention to detail; commitment to quality standards; making continuous improvements; monitoring quality levels; develops and implements effective solutions; effectiveness, completeness, and adherence to safety policies; etc. Definition of Ratings: EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Productivity - managing workload; managing priorities; developing work procedures; time management; meeting deadlines; etc. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Working Relationships - responding to internal and external customers; working on team projects exchanging ideas and opinions; conflict resolution working with others; flexibility and open-mindedness; promoting mutual respect; networking and building relationships; ensuring and providing customer satisfaction, meeting commitments to customers; etc.  Effectively represents students on issues involving campus life, making certain that the voice of the student is heard and recognized by Cal Poly and the Community. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Initiative/Innovation - tackling problems; taking independent action; seeking out new responsibilities; recognizing and acting on opportunities; generating new ideas; self development; creative problem solving; adapting to change; etc. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Communication - verbal and written communication; producing accurate and punctual reports; delivering presentations; sharing information with others; listening skills; etc. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Dependability - working independently; meeting commitments and work standards; accepting accountability; handling change; staying focused under pressure; meeting attendance requirements; meeting deadlines; etc. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Management - establishing a focus and direction; implementing company policies and procedures; conflict resolution; establishing clear performance standards; resolving performance problems; providing feedback and coaching; defining roles and responsibilities; delegating responsibility; collaborative management; creating accurate budgets; meeting budget goals; making thoughtful and systematic decisions; etc. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Goals Use the space below to list goals from previous review and describe how employee has/has not met these goals (attach additional sheets if needed). Completed 1. 2. 3. 4. 5. 6. In Progress 1. 2. 3. 4. 5. 6. Incomplete 1. 2. 3. 4. 5. 6. Performance goals for next year will be established during the Long -Term Planning process and forwarded to Human Resources when completed. Overall Performance Based on the above ratings and their importance to the position, please rate the employee’s overall performance. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. Check One                                 1      2      3      4      5                                                 Areas of strength: Areas for improvement: _______________________________                            Employee Signature                 Date Guidelines for Employee Performance Evaluation The Employee Performance Evaluation provides a direct link between the evaluative criteria and assigned job functions as described on the employee’s Position Description. Supervisors must rate demonstrated performance for each job function based on all applicable factors such as: job knowledge; quality of work; productivity; working relationships; initiative/innovation; communication; dependability; management; and any other factors that may impact job performance.  The performance evaluation form provides space for narrative comment by the supervisor on performance of job function.  An Employee Self-Evaluation is also available for use in the evaluation process.  Employees are encouraged to utilize the Self-Evaluation Form to identify specific accomplishments during the rating period.     For employees with lead or supervisory responsibilities, the Employee Performance Evaluation identifies additional evaluation factors including promoting a safe work environment, demonstrated commitment to equal employment opportunity and diversity, and creation of a climate promoting customer service, collaboration and teamwork. For ease of use, the Employee Self-Evalaution forms are available using Microsoft Word and can be accessed on the Web at the following location: Copies of the forms can also be obtained by contacting Human Resources at ext. 6-5800. Performance Management Policy An employee evaluation program has been developed to improve employee performance, to improve supervisor/employee relationships and to establish clearly understood duties and responsibilities expected of each employee based upon agreed/established performance standards and goals.  It is the responsibility of each supervisor to assure that all performance evaluations are completed in a timely fashion and in full recognition of their importance to both the employee and employer. New or Transferring Employees Performance evaluations are required at six (6) months for new and transferring employees.  Annual Performance Evaluation For all other employees, performance evaluations will be conducted annually usually at the end of the fiscal year. The following procedures shall be followed: ▪ Employees and supervisors will set goals and standards for the upcoming year.  Goals and standards shall reflect the overall goals of ONE COMPANY. ▪ Employees and supervisors will meet for a mid-year update on progress towards goals.  Goals should be modified as needed. ▪ Input will be solicited from other employees and students who can attest to the employee’s performance.  Blank review forms are distributed to 5-10 individuals (5 maximum for non-administrative staff and 10 maximum for administrative staff) selected by the employee.  Selected names should include subordinates, colleagues, and students who are familiar with the employee’s work and can comment appropriately.  The completed reviews are then submitted to the immediate supervisor directly to ensure confidentiality.  The Human Resource department will facilitate this process.  Solicitation for input is conducted annually for all staff with the exception of the Executive Director and Associate Executive Director.  The Executive Director and Associate Executive Director shall follow the performance evaluation process as outlined by their contract. ∙ A completed self-evaluation is forwarded to the immediate supervisor. ∙ A final performance evaluation is written with consideration for input from students, colleagues, and subordinates and self-evaluation, along with the goals and standards set at the beginning of the evaluation year. ∙ The final performance evaluation will be discussed between the supervisor and employee; appropriate signatures and comments will be received. ∙ Completed performance evaluation shall be forwarded to Human Resources designee to be placed in the employee’s personnel file. Special Evaluations A supervisor or employee may request a performance evaluation at any time or on as-needed basis.  Appropriate justification for a request by an employee must have the concurrence of the affected supervisor. Performance Evaluation Meeting The performance evaluation meeting is a critical component of the evaluative process.  The meeting provides the supervisor and employee with an opportunity to engage in an open and constructive discussion regarding the employee’s job performance, accomplishments, areas of needed improvement, training and development, and future performance goals and expectations. During the meeting, the supervisor should solicit the employee’s comments and suggestions and create an atmosphere in which the employee is encouraged to speak candidly and reply to criticisms or suggestions offered by the supervisor. Sample One Company Employee Performance Evaluation ONE COMPANY EMPLOYEE PERFORMANCE EVALUATION The purpose of the company Employee Performance Evaluation is to assist in the professional development of the company’s employees, enhance communication between supervisor and employee, recognize areas of strength, and suggest areas for improvement. (Refer to Performance Management in the Personnel Policy Manual) _______________________________    _________________________________ Employee Name                Evaluator Name __________________________    ____________________________ Job Title                    Job Title Evaluation Period: 7/1/00 to 6/30/01 Instructions: The company’s Employee Performance Evaluation includes eight rated performance factors.  Each of these factors consists of five descriptive phases indicating varying levels of performance.  Evaluate each employee on those factors related to his/her position.  Please keep in mind that the descriptions under each factor are not all inclusive and all items may not be relevant to each employee’s position.  The ratings which closely reflect the employee’s performance should be noted.  To support the performance ratings, the supervisor must provide specific examples of each performance behavior including areas of strengths and areas that need improvement. The ratings are based on the employee’s job responsibilities and goals set at the beginning of the rating period. Please rate using the following: Job Knowledge - understanding of job duties and responsibilities; having necessary job skills and knowledge; understanding/promoting company missions and values; keeping current with new developments and existing policies and procedures; etc. Definition of Ratings: EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Quality of Work - ability to provide neat, accurate, and thorough quality work; accuracy and attention to detail; commitment to quality standards; making continuous improvements; monitoring quality levels; develops and implements effective solutions; effectiveness, completeness, and adherence to safety policies; etc. Definition of Ratings: EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Productivity - managing workload; managing priorities; developing work procedures; time management; meeting deadlines; etc. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Working Relationships - responding to internal and external customers; working on team projects exchanging ideas and opinions; conflict resolution working with others; flexibility and open-mindedness; promoting mutual respect; networking and building relationships; ensuring and providing customer satisfaction, meeting commitments to customers; etc.  Effectively represents students on issues involving campus life, making certain that the voice of the student is heard and recognized by Cal Poly and the Community. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: _______________________________________________________________ Initiative/Innovation - tackling problems; taking independent action; seeking out new responsibilities; recognizing and acting on opportunities; generating new ideas; self development; creative problem solving; adapting to change; etc. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization.     EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Communication - verbal and written communication; producing accurate and punctual reports; delivering presentations; sharing information with others; listening skills; etc. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Dependability - working independently; meeting commitments and work standards; accepting accountability; handling change; staying focused under pressure; meeting attendance requirements; meeting deadlines; etc. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Management - establishing a focus and direction; implementing company policies and procedures; conflict resolution; establishing clear performance standards; resolving performance problems; providing feedback and coaching; defining roles and responsibilities; delegating responsibility; collaborative management; creating accurate budgets; meeting budget goals; making thoughtful and systematic decisions; etc. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. N/A: Not applicable or no opportunity to observe Check One                             N/A    1      2      3      4      5                                                 Please support your rating in the narrative section below using specific examples: Goals Use the space below to list goals from previous review and describe how employee has/has not met these goals (attach additional sheets if needed). Completed 1. 2. 3. 4. 5. 6. In Progress 1. 2. 3. 4. 5. 6. Incomplete 1. 2. 3. 4. 5. 6. Performance goals for next year will be established during the Long -Term Planning process and forwarded to Human Resources when completed. Overall Performance Based on the above ratings and their importance to the position, please rate the employee’s overall performance. EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position.  Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position.  Contributes in a superior manner to innovations both technical and functional. MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. INCONSISTENT (2): Performance sometimes meets position requirements.  Seldom exceeds and often falls short of desired results. INEFFECTIVE (1): Consistently falls short of performance standards.  Situation requires immediate review and action. Check One                                 1      2      3      4      5                                                 Areas of strength: Areas for improvement: _______________________________            _______________ Evaluator Signature                             Date ___________________________________________                _____________________ Employee Signature                            Date 文档已经阅读完毕，请返回上一页！