PERFORMANCE APPRAISAL 360 Review Form
Employee Name Unit / Department
Position
Date of Hire Date Entered Current Position
Appraisal Completed By
(Manager or Supervisor’s Name) Date Completed
PURPOSE FOR APPRAISAL:
Annual – Peer Review
Annual – Supervisor Review
Change to Positiion
Probation
Casual / End of Contract
Other: ____________________________ Overall Competency RatingName of employee providing feedback:
________________________________
Title:
________________________________
Name of Staff under review
________________________________
Section One: Competency Areas
What follows are a series of traits or competency areas that Davenport-Perth Neighbourhood
Centre sees as important components in the realization of personal, departmental, and
organizational goals. Each section contains several points that contribute to excellence in that
particular competency area.
Please provide a rating and supporting comments for each section based on the following:
Evaluation Criteria – Rating Definitions
4
MEETS AND FREQUENTLY EXCEEDS EXPECTATIONS: Employee
consistently demonstrates the required competencies and may be
developing competencies beyond what is required in their current job
3
CONSISTENTLY MEETS EXPECTATIONS: Employee demonstrates
most required job competencies.
2
NEEDS REFINING OF FOCUS TO MEET EXPECTATIONS Given the
length of time and experience in the current position, employee
demonstrates many required job competencies, but has not sustained
performance and/or requires development in some competencies
1
NEEDS TO SUSTAIN AND/OR DEVELOP PERFORMANCE TO
MEET EXPECTATIONS: Employee does not demonstrate sufficient,
required job competencies for someone with the training and
experience acquired to date, even though some aspects of the
competencies are demonstrated
Section Two: Ratings
1. Client Focus: Score
Recognizes that our purpose is to serve our community 1 2 3 4 Listens to the voice of the participant to understand their real
need 1 2 3 4
Makes realistic commitments that they can deliver; actively
solicit feedback; provide timely and appropriate feedback 1 2 3 4 Involves community members (i.e.: clients, patients, volunteers,
program participants) directly in the planning and execution of actions that will directly affect them.
1 2 3 4
Demonstrates flexibility when approached to supervise, give feedback, and/or provide opportunity to student placement or volunteers.
1 2 3 4
Comments:
2. Communication and Listening Score
Communicates clearly and consistently 1 2 3 4
Delivers both good and bad news directly 1 2 3 4 Demonstrates flexibility in responding to audience needs 1 2 3 4 Follows directions and gives appropriate feedback 1 2 3 4 Recognizes the need for patience and tact 1 2 3 4 Comments:
3. Relationship Building Score
Establishes and maintains productive relationships with others 1 2 3 4 Maintains personal availability and accessibility 1 2 3 4 Identifies new opportunities to build relationships 1 2 3 4 Cultivates potential partnerships or alliances 1 2 3 4 Comments:
4. Learning and Development Score
Champion continuous innovation efforts: seeks and assess opportunities that will provide improvement. Reflects on and continually learns from experience; gathers information on best practices within and outside the organization. Accepts new challenges
1 2 3 4
Seeks and assesses opportunities that will provide improvement both at personal and service level
Assesses the effect of introducing new or improved practices; seeks standards for performance, against which improvements can be assessed
1 2 3 4
Allows for differences in approach and style 1 2 3 4 Supports the ideas of others
1 2 3 4
5. Cultural Competency Score
Able to engage in recovery process: receive/provides
constructive feedback to/from colleagues/clients, acknowledge and rectify behavior.
1 2 3 4
Initiates / reviews existing projects, programs and or services to
ensure that they are delivered in a culturally competent manner 1 2 3 4 Practices self-reflection and self-awareness: acknowledges
power, privilege and oppression; acknowledges personal principles, values, and social location and implications for practice
1 2 3 4
Able to advocate for programs, policies and procedures that
challenge systemic oppression. 1 2 3 4
Promotes and supports an anti oppressive and harassment free
service and work environment 1 2 3 4
Comments:
6. Leadership Integrity: Score
Demonstrates personal energy and dynamism, always demonstrating integrity in their actions and decisions. Inspire others by acting as a role model.
1 2 3 4
Maintains confidentiality and fosters a work environment of trust
and mutual respect 1 2 3 4
Focuses on effective results. Determine what they personally can do to improve results and take responsibility and action when required
1 2 3 4
Strives to improve and engages in ongoing development. Are not afraid to try new things. Set a personal standard for performance that is challenging, Embrace change as a way of working
1 2 3 4
Encourages other to provide input on better ways to work
together as a team; Able to build a strong sense of commitment 1 2 3 4 Comments:
Collaborates with co-workers and demonstrates initiative by participating in and supporting activities that address DPNC Strategic priorities. Supports team/ committee work to achieve their work plan activities that connect to cross centre initiatives.
1 2 3 4
Able to adapt and/or develop or improve program or service
delivery that is aligned with DPNC’s strategic priorities. 1 2 3 4 Supports team work to achieve work plan activities that connect
to cross centre initiatives. 1 2 3 4
Fully Participates in strategic priority task forces, supporting the activities of the task forces, takes initiative and completes assignments
1 2 3 4
Able to articulate DPNC strategic priorities and aligns work plans
with organizational goals (strategic priorities, mission and values) 1 2 3 4 Comments:
8. Quality of Work Score
Completes work with the expected degree of quality 1 2 3 4 Displays a positive and cooperative attitude about job role,
assigned work, and the organization 1 2 3 4
Displays open-mindedness accepts and addresses of
constructive feedback by peers 1 2 3 4
Follows through on commitments and job duties consistently and
accepts accountability for work 1 2 3 4
Is proactive about OH&S matters; protects own health and safety by working in compliance with the law and with safe work
practices and procedures established by the centre; is proactive and participate in adequate training in specific work tasks; ensures the health and safety of the client and/or other staff members.
1 2 3 4
Functions within the agency in a professional manner including: attends regularly; always punctual; notify of absences/illness; completes assigned tasks in a timely manner; seeks and accepts direction when necessary.
1 2 3 4
Clearly articulates staff roles and responsibilities 1 2 3 4 Provides frequent feedback and demonstrates commitment to an
effective performance management process. Conducts regular supervision meetings. Ensures performance is viewed as an ongoing process, striving to provide timely and relevant feedback through the annual cycle.
1 2 3 4
Recognizes and respects diversity of perspectives and personal
styles when responding to individual staff needs 1 2 3 4 Demonstrates knowledge of relevant policies, procedures and
protocols; set best practices within staff and expectations for compliance and holds staff accountable
1 2 3 4
Respects diversity of perspectives and personal styles when responding to individual staff needs. Considers unique individual capabilities when delegating duties.
1 2 3 4
Leads by example. Demonstrates personal energy and dynamism, always demonstrating integrity in their actions and
decisions. Inspires others by acting as a role model. 1 2 3 4 Encourages independence, knowing when to intervene or provide
assistance. Exhibits the belief that others can and want to achieve. Knows when to intervene, assigns resources, provide tools or seeks other ways to support staff efforts and motivates them to achieve.
1 2 3 4
Creates an environment that supports employee achievement. Takes the time to acknowledge and celebrate successes. Promotes open and ongoing dialogue. Encourages initiative, setting clear limits without discouraging creativity. Uses setbacks as a chance to learn, rather than to punish
1 2 3 4 Comments: Other Comments: ______________________________________________________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________