Attendance Attendance refers to the consistency that an employee shows in turning up for work and completing their normal work hours.

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1 Position Title: Evaluation Period: Attendance Attendance refers to the consistency that an employee shows in turning up for work and completing their normal work hours. Employee regularly fails to meet attendance requirements. They may be unwilling or unable to give plausible reasons to explain their absences or lateness. Absences may not be notified. Shows inconsistency in attendance. Leave allowances may be stretched to the limit or exceeded. May not be providing prompt notifications of absence. Usually provides a prompt notification and reasonable explanation for any absences. There may be an occasional incident of absence or lateness, but there is no evidence of systematic or chronic lateness or absence. Seldom absent from work or late without an acceptable or plausible reason. Any incident of absence or lateness is usually notified to supervisors promptly. Significantly Rarely absent from work or late. Page 1 of 12

2 Communication Communication refers to the ability to inform orally and in writing, with clarity and good effect. It means to understand clearly and quickly when instructions or orders are received. It means judgment about what information is important and what is not, and what should be communicated, how, to whom and when. Regularly fails to communicate, listen to or correctly understand information, instructions, complaints, etc. Does not appear to grasp the significance of information communicated to them nor understand the need to pass on, or respond to information in an appropriate and timely manner. Even routine information may be regularly misunderstood. Shows inconsistency in communication. May display hesitation in passing on important information or in responding to or understanding information communicated to them. Instructions and requests may require repetition and explanation. Written or oral communication can fail to convey their full meaning, and may leave others confused or ill-informed. Shows an understanding of the need to initiate or respond to information in an appropriate, timely and complete manner. Oral and written communications are usually acceptable, being both comprehensible and appropriate. There may be occasions when communication could be better, but this is not the rule. Demonstrates a quick and clear grasp of the significance of information communicated and they usually initiate or respond to communications in an appropriate, timely and comprehensive manner. May at times show some skill in reducing complex information to simpler forms, and in helping others to understand that information. Significantly Displays a very quick grasp of the significance of information communicated and nearly always initiates or respond to communications in an appropriate, timely and comprehensive manner. Displays skill in reducing complex information to simple forms and helping others to understand that information Page 2 of 12

3 Courtesy Refers to demonstrating politeness by showing consideration, good manners and respect for other people. Does Not Meet Expectations Fails to meet the courtesy and politeness requirements of the job. Generally poor decisions cause many unavoidable and sometimes quite serious problems. Does not grasp the significance of errors and shows little or no skill in resolving these matters. Inconsistently demonstrates courtesy, politeness and good manners by showing consideration and respect for other people. Sometimes relies on supervision. Generally demonstrates courtesy, politeness and good manners by showing consideration and respect for other people. Occasionally makes errors in judgment but usually finds ways to quickly remedy. Demonstrates special courtesy, politeness and good manners by showing consideration and respect for other people. Significantly Consistently demonstrates courtesy, politeness and good manners by showing consideration and respect for other people. Takes a leading role which others often emulate. Page 3 of 12

4 Customer Service Refers to the ability to satisfy the expectations and requirements of customers. Displays courtesy and sensitivity and responds promptly to service requests. Identifies customer needs and explains services clearly. Handles difficult situations. Fails to meet the requirements for the job of meeting the expectations and requirements of internal and external customers generally inappropriate communication causes many avoidable and sometimes quite serious problems. Usually the employee shows little or no skill in resolving these matters. Shows inconsistency in meeting the expectations and requirements of internal and external customers. There may be evidence of strained relationships due to errors in judgment. Generally meets the expectations and requirements of internal and external customers. Maintains positive relationships. May be involved in an occasional error in judgment but usually finds ways to recover. Normally exceeds the expectations and requirements of internal and external customers. Earns trust and respect and seldom makes an error in judgment. Often takes a leading role in building and encouraging others to follow. Significantly Consistently exceeds the expectations and requirements of internal and external customers. Gets first-hand information and uses it to improve products and services. Acts with customers in mind and establishes and maintains effective relationships earning their trust and respect. Page 4 of 12

5 Dependability Refers to the ability to be trusted or relied upon to act in the way required or expected. Fails to meet the dependability requirements of the job. Generally poor decisions cause many avoidable and sometimes quite serious problems. They may be unwilling or unable to give plausible reasons to explain their lapses. Shows inconsistency in the ability to be trusted or relied upon to act in the way required or expected. May not provide notification and reasonable explanation for lapses. But there is no evidence of systematic or chronic problems. Generally demonstrates the ability to be trusted or relied upon to act in the way required or expected. Occasionally makes errors in judgment but usually finds ways to quickly remedy. Usually demonstrates the ability to be trusted or relied upon to act in the way required or expected. Significantly Consistently demonstrates the ability to be trusted or relied upon to act in the way required or expected. Page 5 of 12

6 Integrity and Trust Refers to being widely trusted and seen as a direct, truthful individual. The ability to present the unvarnished truth in an appropriate and helpful manner. Keep confidences and does not misrepresent anything for personal gain. Fails to meet the integrity and trust requirements of the job. Generally poor decisions cause many avoidable and sometimes quite serious problems. Does not grasp the significance of errors and shows little or no skill in resolving these matters. Shows some inconsistency in demonstrating the ability to be trusted and seen as a direct, truthful individual. There may be evidence of revealing personal confidences or blaming others for their mistakes. Generally demonstrates the ability to be trusted and seen as a direct, truthful individual. Respected for keeping personal confidences. Occasionally makes errors in judgment but usually finds ways to quickly remedy. Normally demonstrates the ability to be trusted and seen as a direct, truthful individual. Respected for keeping personal confidences. Significantly Consistently demonstrates the ability to be widely trusted and seen as a direct, truthful individual. Possesses special insight and to be able to present the unvarnished truth in an appropriate and helpful manner. Always keeps personal confidences. Page 6 of 12

7 Interpersonal Skills Relates well to all kinds of people, up, down, and sideways, inside and outside the organization, builds appropriate rapport, builds constructive and effective relationships, uses diplomacy and tact, can diffuse even high-tension situations comfortably. Fails to meet the interpersonal requirements for their job. Their manner or style of relating to others is generally inappropriate and appears to cause many avoidable and sometimes quite serious problems with peers, customers, suppliers and others. Usually the employee shows little or no skill in resolving these matters. Shows inconsistency in interpersonal conduct. There may be evidence of problems from fellow workers and clients. Sometimes misunderstandings and trivial squabbles are traced to the employee's manner. Usually has good working relationships with most of their immediate peers, supervisors, suppliers, and customers. Generally recognizes the importance of building and maintaining positive work and team relationships. May be involved in the occasional trivial dispute or misunderstanding, but usually finds ways to resolve interpersonal problems on their own. Has good working relationships with most peers, subordinates, supervisors, customers, clients and suppliers. Usually not involved in unnecessary or trivial disputes and misunderstandings. May take a leading role in building team spirit and encouraging trust and cooperation among others. May show talents in special areas such as persuasion, conflict resolution, motivation or leadership. Significantly Consistently high level of interpersonal skill in dealing with others. Has a wide network of good working relationships with peers, subordinates, supervisors, customers, clients and suppliers. Rarely involved in unnecessary or trivial disputes and misunderstandings. Makes a consistent effort to encourage trust and cooperation, and may take a leading role in fostering a positive and productive team spirit. Page 7 of 12

8 Job Knowledge Job Knowledge refers to the amount of relevant knowledge and skill an employee has. Includes awareness and possession or mastery of job facts, practices, manual skills and techniques and decision-making methods. Does Not Meet Expectations Regularly displays unacceptable level of job knowledge. Unable to complete the normal or typical work tasks of the job without considerable guidance and support from others. As a result, many tasks may be left incomplete or completed incorrectly. Does not understand the functional aspects of area. Is not proactive. Shows inconsistency in meeting requirements for job knowledge. At times unable to complete normal or typical work tasks without guidance and support. Some tasks may be left incomplete or completed incorrectly. Doesn t put effort into having an updated functional skill set. Does not take a proactive approach to work. Meets Expectations Satisfactory level of job knowledge that meets requirements. Able to complete all normal tasks independently. Keeps functional skills and knowledge up to date. Generally takes a proactive approach to work. Very high level of job knowledge that regularly exceeds requirements. Able to complete all normal and difficult tasks independently. Stays abreast of current trends in the field. Takes a proactive approach to work. Significantly Consistently displays high level of job knowledge, always able to complete all normal and difficult tasks independently, and regularly assists difficult tasks of others utilizing high level of job knowledge. Generally thought of as exemplary and the person others go to for advice on difficult problems. Does an outstanding job of keeping functional knowledge up to date. Undertakes additional responsibilities and takes a proactive approach to work. Page 8 of 12

9 Diversity Interacts effectively and respectfully with persons of all races, nationalities, cultures, abilities, religions, ages, sexual orientation, sexes and genders. Supports equal and fair treatment and opportunity for all. Recognizes and appreciates the value of diversity. Does Not Meet Expectations Too judgmental when dealing with diversity. Groups people into categories. Uses negative and demeaning stereotypes. Is too quick to write someone off with a quick generalization, or to judge them based on some preconceived notion. Puts in no effort to use the diverse skills and backgrounds of others to our advantage. Views diversity as a threat. Lets differences become an excuse. Unable to recognize and appreciate the value of diversity. Does not work cooperatively with all persons. Uses stereotypes to describe and define people. Has trouble applying equal standards to others. Appears uncomfortable and speaks and acts inappropriately when around people who are different from self. Too judgmental when dealing with diversity. Looks at the differences between people in terms of good and bad or right and wrong rather than trying to understand and work with them. Sometimes looks at diversity as a threat. Lets differences become an excuse. Misunderstands equal opportunity. Spends too much time building bridges. Has difficulty recognizing and appreciating the value of diversity. Has difficulty working cooperatively with all persons. Good at interacting with persons from diverse backgrounds. At ease with a wide variety of people. While applying the same standards to all, is careful to look at each person as an individual and not just a member of a group.. Good at recognizing and appreciating the value of diversity. Works cooperatively with all persons. Proven self as very good at picking up on the distinct needs and concerns of varied groups. Works with persons of diverse backgrounds very effectively and respectfully. Is skilled at building bridges. Very good at treating people equitably. Very good at promoting and valuing diversity. Really recognizes and appreciates the value of diversity. Very good at working cooperatively with all persons. Significantly Works well persons of diverse backgrounds. Has proven self very adept at understanding and working with a variety of people. Has the skill to forge the kind of understanding about relationships that helps to get things done. Very good at promoting and valuing diversity. Has no problem working with people to give them what they need to do their best work and be contributing members of the team and organization. Truly recognizes and appreciates the value of diversity. Page 9 of 12

10 Teamwork Refers to the ability to bring about, cause or influence a joint action by a number of people to achieve a desired result. Understands others quickly and can find common ground. Practices attentive and active listening. Has patience to hear people out and can accurately restate the opinions of others even when he or she disagrees. Provides the information people need to know of how to do their jobs and to feel good about being a member of the team. Does Not Meet Expectations Not a team player. Does not grasp the significance of not providing information people need to know to do their jobs, resolving conflicts, and listening to others to bring a joint action. Seems resistant and uncomfortable working with others. Rarely takes time to listen to others perspectives. Withholds resources and often creates conflict by speculating and spreading gossip. Shows inconsistency in resolving conflicts, and listening to others to bring about a joint action. Sometimes requires supervision to get involved to stimulate teamwork. Sometimes shows a lack of respect for others. Does not share resources. Meets the job requirements by generally resolving conflicts, and listening to others to bring a joint action by a number of people to achieve a desired result. Consistently cooperates with others. Good at finding common solutions to problems. Maintains honest relationships and is respected by others. Collaborative team player who works well with others. Demonstrates skills in resolving conflicts, fostering integrity and trust, and listening to others to bring a joint action by a number of people to achieve a desired result. Is candid and direct while respecting others. Shares resources with others. Significantly Outstanding team player. Collaborates easily and encourages others to work together to find solutions. Consistently takes a leadership role by resolving conflicts, fostering integrity and trust, and listening to others to bring a joint action by a number of people to achieve a desired result. Clearly respects others and cares about their interests. Always shares resources with others. Page 10 of 12

11 Technical Skills Has the functional and technical knowledge and skills to do the job at a high level of accomplishment. Is not technically proficient and does not understand the functional aspects of area, falling further and further behind current trends. Knowledge of functional area is so great that at times its value and personal worth is overestimated. Is impatient and sees others as less skilled. Efforts to keep up with current trends in field create personal cost in other areas. Interpersonal relationships suffer from technical focus. Current skill level is inadequate. Frequently is not technically or functionally skilled enough for the job. Doesn't put effort into having an updated technical or functional skill set. Overestimates functional value and value of contributions. Can be a perfectionist or impatient with those less skilled. Field of knowledge is too narrow. Sacrifices building connections that would complement technological base. Has the required technical skills. A competent and functionally skilled employee. Knows and performs job well. Has a clear understanding of the practices and techniques of the field. Keeps functional skills and knowledge up-to-date. Produces quality work in terms of functional and technical depth. Very knowledgeable in functional area. Very strong technical base of knowledge. Acts as a technical resource for others. Produces highquality work. Very precise and follows through on every task. Stays abreast of current trends in field. Significantly Technical expertise is exceptional. Functional expert. Has become an authority in certain technical areas and has a thorough knowledge of the details. Produces flawless products. Does an outstanding job of keeping functional knowledge up-to-date. Page 11 of 12

12 Work Quality Work quality refers to the effort that consistently achieves desired outcomes with a minimum of avoidable errors and problems. Occasionally fails to meet requirements for work quality. Shows some skill in detecting and self-correcting for errors and problems, but this does not happen often enough. Sometimes work must be repeated. Significant improvement in work quality required to maintain position on the team. Occasionally fails to meet requirements for work effectiveness. Work output sometimes does not achieve its desired or required outcomes, or only partially achieves them. Shows some skill in detecting and self-correcting for errors and problems, but this does not happen often enough. Sometimes work must be repeated. Meets the quality requirements of the job. Work output regularly achieves its desired or required outcomes, with an error or problem rate that is acceptable or typical for this kind of work. Can usually self-correct for errors and problems. Normally exceeds requirements for work quality. Error rates are consistently low, and employee can usually self-correct for errors and problems. Significantly Consistently exceeds requirements. Error rate is consistently low. Always or nearly always self-monitors and can self-correct for avoidable errors and problems. Work is well known by peers and may have a reputation for setting the standard. Consistently seeks more effective ways of working. Page 12 of 12