Performance Planning and Appraisal Document

Transcription

1 Performance Planning and Appraisal Document DEPARTMENT HEADS/SUPERVISORS Name: Job Title: Department: Performance Period: From / / To / / PURPOSE OF PERFORMANCE SYSTEM Enable joint planning and communication between an employee and supervisor on what the employee is expected to accomplish. Ensure that an employee s performance is evaluated in terms of measurable results as well as how these results are achieved. Specify clear and explicit performance measures, jointly established by the employee and supervisor that are objective indicators of whether performance objectives are met. Promote ongoing communication between an employee and supervisor concerning what the employee is expected to accomplish, how well the employee is meeting these performance objectives, and what steps need to be taken by the employee and supervisor to ensure that the objectives are met. Identify a plan to promote the employee s professional development that can include educational and training opportunities. Identify corrective action needed to be taken by the employee and the supervisor in those instances where an employee has not accomplished a performance objective.

2 Part I. Major Job Duties (use job description) Scale: O = Outstanding E = Exceeds Expectations M = Meets Expectations Rating Comments B = Below Expectations U = Unsatisfactory Part II. Major Job Objectives Rating Comments Scale: O = Outstanding E = Exceeds Expectations M = Meets Expectations B = Below Expectations U = Unsatisfactory

3 Part III. Competencies Part I and Part II deal with major responsibilities, objectives and results achieved. Part III addresses how the employee performed major responsibilities and achieved the preestablished objectives. Next to each skill, rate the employee s performance. Rating Comments Scale: O= Outstanding E = Exceeds Expectations M = Meets Expectations B = Below Expectations U = Unsatisfactory N/A = Not Applicable Leadership Ability to assume responsibility to direct and coordinate activities of others; to gain respect and confidence; to stimulate the best efforts of others in the accomplishment of goals; to choose and assign tasks in accordance with the development needs of subordinates. Control /follow-up ability to monitor the accomplishment of goals and objectives; to use performance standards in providing evaluation and feedback. Organizing and planning - Ability to plan, to establish priorities and set goals, to structure assignments. Judgment Ability to use logic and sound reasoning to generate, evaluate and choose courses of action. (This refers to quality of decisions, rather than quantity or timeliness.) Decisiveness Ability to make timely decisions and take action. Functional Ability to solve functional problems requiring the application of practices and precedents of functional knowledge. Interpersonal Ability to be sensitive to the needs and feelings of others; to develop rapport and trust; to deal effectively with others at all levels. Flexibility Ability to alter plans and behavior in response to changes in the situation. Written Communication Ability to write clearly and concisely; to influence or persuade others through written presentation. Oral Communication Ability to speak clearly and effectively; to influence or persuade others at all levels. Other (Specify) Other (Specify) 3

4 Part IV. Comments regarding employee s performance during the year. Please identify additional responsibilities/objectives undertaken during performance period, difficulties encountered in achieving results, extraordinary achievements. Part V. Overall performance rating. To be based on the extent to which major responsibilities were met and performance objectives/targets were achieved with consideration given to the manner in which both were accomplished. (Check the appropriate rating.) Scale: 1. Outstanding 2. Exceeds Expectations 3. Meets Expectations 4. Below Expectations 5. Unsatisfactory N. Not Able To Rate 1. Employee exceeds all individual objectives as established in the performance plan, performs all job responsibilities far above the requirements of the job and displays an extremely high degree of competence in the key skills required in the job. 2. Employee meets all and exceeds most individual objectives as established in the performance plan, performs all job responsibilities above the requirements of the job and displays a high degree of competence in the key skills required in the job. 3. Employee meets all individual objectives as established in the performance plan, performs all job responsibilities meeting the requirements of the job and displays a satisfactory degree of competence in the key skills required in the job. 4. Employee meets some of the individual objectives established in the performance plan, performs some job responsibilities to meet the requirements of the job and displays a satisfactory degree of some of the key skills required in the job, but an inadequate degree of others. 5. Employee fails to meet the standards of the position for both established objectives and job responsibilities. Employee exhibits an inadequate degree of competence on most of the key skills required in the job. N. (Not Able to Rate New Employee) An interim classification to be used with new employees and employees who have appraisals prepared in short time frame due to their own job change. In checking this classification an interim assessment of job performance for the period covered can be provided using one of the other classifications as a secondary rating. This classification cannot be assigned more than once in a twelve-month period. 4

5 Part VI. Action plans for further professional development. Scheduled Completion Date Results Achieved To be completed at the end of appraisal period when setting objectives for the following period 1. Actions to be taken by employee: 2. Actions to be taken by supervisor: 3. Specific training program recommendations: 4. Improvements expected: 5

6 Part VII. Signatures: SUPERVISOR S SIGNATURE Title Date. Comments: I have discussed the contents of this review with my supervisor. EMPLOYEE S SIGNATURE* Date Comments: Appraisal concurred with by next level of supervision. NAME TITLE DATE Note: The employees signature confirms that he/she has discussed its contents with the supervisor and does not necessarily imply concurrence with all of the content of the appraisal. 6