Commendable Satisfactory Needs Improvement
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- Derek Wheeler
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1 PERFORMANCE EVALUATION & DEVELOPMENT GUIDE LEVEL 1 EMPLOYEES Name: Position: of Hire: Department: Evaluator: Evaluation : Evaluation Period: Listed below are nine areas of job performance to be rated for each individual whose work falls into the Level 1 category. The rating criteria cited are examples of what you are rating: not all examples will fit all employees. Each area is to be rated as Commendable, Satisfactory or Needs Improvement, based upon the employee s job performance during the past year. For any area noted as needing improvement, a Performance Improvement Plan should be completed at the end of this document. Since no numbers are used, the Composite Evaluation should reflect a general, overall rating of the employee s performance. 1. JOB KNOWLEDGE Employee has a good general knowledge of the work and possesses the basic skills to meet assignment responsibilities; follows written and oral directions and works in an organized fashion; serves as an information resource to others. 2. JOB SKILLS AND ABILITY A. Technical/Clerical Employees Possesses technical skills to fulfill assignments accurately, completely and on-time; possesses computer aptitude sufficient to produce reliable, quality work; proficient in the use of related office equipment. B. Skilled Craft/ General Labor/ Service Employees Possesses skill and ability to perform quality skilled or semi-skilled work in a safe, timely fashion and with a minimum of waste; or possesses skills and ability to efficiently operate all equipment and tools relative to the job functions producing quality work while adhering to safety standards and precautions. Performance Evaluation - Level 1 Employees Page 1
2 3. WORK ETHIC To perform reliable, quality work completely and on-time, uses time wisely; work is reliable even during periods of stress or heavy workload; seeks out new work or assists others when assignments are complete. 4. ATTITUDE Generally cooperative attitude; accepts assignments willingly and is eager to learn new skills and perform new tasks; assumes responsibility for quality/quantity of work; accepts helpful direction and/or criticism when provided; works well alone or as a member of a team; goes above and beyond the regular job duties and responsibilities; takes appropriate initiative, recognizing and performing needed work without waiting for supervisory intervention. 5. DEPENDABILITY Maintains a good attendance record; reports to work on time and routinely returns from breaks/lunch on time; consistently follows departmental rules; understands and implements instruction with minimal or no supervision; works safely and promotes safe work habits in others. 6. INTERPERSONAL SKILLS Routinely considerate of others, maintaining good interpersonal skills with co-workers and staff, supervisors, professionals customers and the general public; assists and/or works with others in a tactful and courteous manner; shares information clearly and maintains poise and compassion in difficult situations. 7. FLEXIBILITY Willingly accepts changes in work assignments or instructions, tools or methods of work. Is agreeable to trying new ideas and/or handling new tasks and responsibilities; works well under stress or in less than ideal conditions. Performance Evaluation - Level 1 Employees Page 2
3 8. JUDGMENT: When appropriate, makes thoughtful, logical and realistic decisions; seeks advice and help from superiors or co-workers as needed; appearance, actions and statements are appropriate to the workplace and jobsite; accepts responsibility for actions and decisions. 9. GROWTH AND DEVELOPMENT Employee utilizes their strengths and works to improve areas of weakness; spends own time working to improve job knowledge or skills; seeks out ways to grow and learn on the job or has developed and maintains a mastery of the functions of his/her position and shares such knowledge with others. 10. COMPOSITE EVALUATION PERFORMANCE IMPROVEMENT PLAN Please Note: Look at the ratings listed in each section. If the employee received any rating(s) unsatisfactory, you will need to provide an improvement plan below. For Probationary employees, employee must achieve the satisfactory performance level by meeting specific measurable goals within the probationary period or the result will be termination of employment. Improvement Plan: Performance Evaluation - Level 1 Employees Page 3
4 Supervisor s Overall Comments: Employee s Overall Comments Signatures: I have met with the above named employee and verify that we have discussed the contents of this evaluation during a scheduled meeting on this date. Supervisor s Signature I understand that my signature below indicates only that I have read and discussed the contents of this evaluation with my supervisor, it does not necessarily imply agreement with the evaluation. Employee s Signature Dept. Head s Signature Performance Evaluation - Level 1 Employees Page 4
5 Performance Definitions Listed below are the performance ratings definitions for the Level 1 Employees. These should serve as a guideline in evaluating performance. Commendable: All position requirements were met or exceeded. Work performed is above the established standards and results generally exceed expectations. Assistance above and beyond was provided to others. This rating is for above average performance in this area. Satisfactory: All position requirements were met and work objectives were accomplished within the established standards. Any minor areas where performance should have been better were overshadowed by other areas of superior accomplishment, and overall the work meets expectations. There were no critical areas where work was less than acceptable. Needs Improvement: Performance in this area does not meet expectations or is unacceptable. Job requirements are not being met consistently and important objectives have not always been accomplished even with supervision and guidance. Improvement Plan must be implemented immediately to ensure that performance improves to the satisfactory level (see Performance Improvement Plan) and performance should be reviewed again within 3 months to ensure that progress is being made. (For probationary employees, employee must achieve the satisfactory performance level by meeting specific measurable goals within the probationary period or termination of employment will result.) Performance Evaluation - Level 1 Employees Page 5
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