Employee Performance Review
The Zimbabwe Team, Family Impact, 45 Heyman Road, Suburbs, Bulawayo, Zimbabwe, +263 9 251555, [email protected]
Family Impact exists to spread a passion for the supremacy of God in family life and relationships
EMPLOYEE PERFORMANCE REVIEW
EMPLOYEE’S NAME: LOCATION:
MANAGER’S NAME: EMPLOYEE’S POSITION: PERIOD IN THIS POSITION:
PERIOD COVERED BY THIS APPRAISAL:
FROM: TO:
Guidelines for Completion
This appraisal form is intended as a basis for two-way discussion between the employee and the manager. The objective is to agree what performance was particularly good in the employee’s and the company’s view and to encourage more of it. Also, to examine areas where the employee may not be performing to the standard expected, to identify the reasons and to arrange appropriate development.
Please study the criterion and its definition, and apply a rating to each section using the generic rating scale below. Fill in the “Employee Self –Appraisal Rating” section of this Review form. The form should be returned to the manager at least three days prior to the appraisal.
Try to evaluate performance over the total period. It is easy to be influenced by recent events and forget what happened some time ago. You should ensure that all comments here are discussed at the appraisal interview.
Please study the points table and enter your rating (0 lowest - 5 highest) for each category to be appraised throughout the following pages, in the relevant boxes.
Please consider objective data from operational statements such as profits, budgets, sales, schedules, costs, report, projects, etc., to justify the grading within the meeting.
Definitions on the rating system used for each element assessed:
KEY
Quality of Work and Job Knowledge
Score:
How acceptable are the solutions to assigned problems and to what extent are job skills and knowledge used?
Consider accuracy, thoroughness, creativity, degree of technical excellence, the use of specialised knowledge and skills, understanding of job responsibilities; appropriate use of Company Policies; sales; personal commitment to giving high quality service to customers (both internal and external)
Essential Functions/Key Tasks (add essential functions as per job requirements)
• • • •
Dependability
Score: (Can be depended upon)Consider how effectively is the follow of assignments through to completion and the meeting of commitments without prodding from the manager; use of initiative; doing what is expected; willingness to stand up and be counted.
Communication
Score:
(Delivers appropriate written and verbal communication)
Consider how the manager and others are informed of pertinent matters concerning the operations; knowing what information is needed and how to get it; ability to effectively present
Performance Rating Definitions
Rating Definition Competency Rating
5 Exceeds all Performance Expectations 4.50-5.00 4 Meets All Performance Expectations 3.75-4.49 3 Meets Most Performance Expectations 3.00-3.74
2 Under-Performing 2.00-2.99
1 Serious Performance Issues 1.00-1.99
Employee Rating Managers Rating Agreed Rating Comments: Comments:
Employee Performance Review
Team Work
Score:(Encourages collaboration with others to achieve a common goal)
Proactively builds relationships within the Company/Department; Works well with team while taking personal accountability for work; Is able to appreciate and work with diverse work group.
Dependability
Score:
Consider a personal desire to do a better job; to do more than is expected; desire to advance and improve; to have a willingness to face up to the unpleasant parts of the job.
Conduct
Score:
Consider self conduct ; the interaction with others; the willingness to help; timekeeping; attendance at work; commitment to doing a good job.
Attitude
Score:
Consider whether the attitude is conducive to good employee relations; consider whether this attitude impacts positively or negatively on the performance and morale of others; consider intonation and body language.
Performance Rating Definitions
Rating Definition Competency Rating
5 Exceeds all Performance Expectations 4.50-5.00 4 Meets All Performance Expectations 3.75-4.49 3 Meets Most Performance Expectations 3.00-3.74
2 Under-Performing 2.00-2.99
1 Serious Performance Issues 1.00-1.99
Employee Rating Managers Rating Agreed Rating Comments: Comments: Comments: Comments:
Results Orientated
(Delivers results on time and as expected)
Score:
Serves others with a sense of urgency and willingness; builds positive internal and external relationships; puts others needs first; conducts themselves with integrity while serving others
Integrity
(Display honesty and fairness in dealing with customers, employees and suppliers)
Score:
Gains and build trust and respect from all; looks for opportunities to grow and learn; lives up to commitments; can present truth in an appropriate manner.
Change
(
Embraces and creates change)Score:
Open to new ideas; understands and plans for the effect of change; supports change within the department/company/organisation.
Planning and Controlling
(if applicable)
(Consider how effectively work is scheduled)
Score:
Consider the following statements: Provides for conditions likely to occur; establishes and uses ways to measure progress and to evaluate results; takes necessary corrective action; knows
Performance Rating Definitions
Rating Definition Competency Rating
5 Exceeds all Performance Expectations 4.50-5.00 4 Meets All Performance Expectations 3.75-4.49 3 Meets Most Performance Expectations 3.00-3.74
2 Under-Performing 2.00-2.99
1 Serious Performance Issues 1.00-1.99
Employee Rating Managers Rating Agreed Rating Comments: Comments: Comments:
Employee Performance Review
PERFORMANCE REVIEW SCORE BREAKDOWN
Summary of Ratings:
DIMENSION
EMPLOYEE
SELF
APPRAISAL
RATING
MANAGER’S
RATING
AGREED
RATING
Quality of Work and Job Knowledge
Dependability
Communication
Team Work
Dependability
Conduct
Attitude
Results Orientated
Integrity
Change
Influencing
People Management and
Development
Planning and Controlling
Strategic Visioning
OVERALL COMPETENCY RATING
TRAINING AND DEVELOPMENT
What is needed to improve? (Please tick all that apply)
Increase ability to perform duties of present position (to improve present job
performance).
Increase managerial ability through greater breadth and depth of general
knowledge and administrative skill (to prepare for broader assignments).
Increase personal effectiveness through development of general
characteristics and attitudes.
Increase overall capabilities in your present field (to prepare for advancement
in this field).
Next Steps on Training and Development:
Specific action suggested (courses, assignments, etc.) You should consider any training
required both on and off the job, any projects that could be given to enhance experience,
knowledge or skill and any processes or systems that need to be introduced to improve
communication, understanding, efficiency, and effectiveness of operation.
Skill Set Targeted
Action Plan
Date
Needed
Follow-up
Manager Comments Employee Comments
Employee Performance Review
NEXT PERIOD OBJECTIVE SETTING:
Period Covered (before next review): _________________________
Immediate Objective for Period:
________________________________________________________________
Objectives
Means of Verification
Deadlines
Comments
MAKE WORKING COPIES OF AGREED OBJECTIVES FOR EMPLOYEE AND MANAGER USE
