Employee Performance Evaluation Form.pdf Use to grade a co-worker from whom a person may work with.Download
Extracted Text for Proper Search
Hourly Performance Appraisal Employee Name: Job Title: Date of Hire: Department: Supervisor: Annual Review 90 day Review Review Period: From To Purpose: The purpose of conducting the Performance Appraisal is to: Develop better communication between the employee and the supervisor; Improve the quality of work; Increase productivity; and Promote employee development. Performance Rating Categories: Consider the employee’s performance in each category and designate the level of performance that most accurately describes his/her job performance. O – Outstanding. Employee consistently exceeds position expectations with virtually no detected preventable/controllable errors, requiring little or no supervision. E – Exceeds Expectation. Results clearly exceed position requirements on a regular basis. Performance is of high quality and is achieved on a consistent basis. M – Meets Expectation. Competent & dependable performance level. Meets the performance standards and objectives of the job without constant follow-up / direction. I – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant follow-up and / or supervision. N/A – Not applicable or too soon to rate.I. GENERAL FACTORS 1. Quality – The extent to which an employee’s work is completed thoroughly and correctly following established process & procedures. Required paperwork is thorough and neat. Outstanding Exceeds Expectations Meets Expectations Improvement Needed Specific Examples / Comments: 2. Productivity / Independence / Reliability - The extent to which an employee produces a significant volume of work efficiently in a specified period of time. Ability to work independently with little or no direction/ follow-up to complete tasks / job assignment. Outstanding Exceeds Expectations Meets Expectations Improvement Needed Specific Examples / Comments: 3. Job Knowledge - The extent to which an employee possesses and demonstrates an understating of the work instructions, processes, equipment and materials required to perform the job. Employee possesses the practical and technical knowledge required of the job. Outstanding Exceeds Expectations Meets Expectations Improvement Needed Specific Examples / Comments: 4. Interpersonal Relationships / Cooperation / Commitment – The extent to which employee is willing and demonstrates the ability to cooperate, work and communicate with coworkers, supervisors, subordinates and/or outside contacts. Employee accepts and responds to change in a positive manner. Accepts job assignments and additional duties willingly, takes responsibility for own performance and job assignments. Outstanding Exceeds Expectations Meets Expectations Improvement Needed Specific Examples / Comments: 5. Attendance – The extent to which an employee is punctual, observes prescribed work break/meal periods and has an acceptable overall attendance record. Employee’s willingness to work overtime as required. Outstanding Exceeds Expectations Meets Expectations Improvement Needed No. Unexcused Absences: No. Unexcused Tardies: Specific Examples / Comments: 6. Initiative/ Creativity – The extent to which an employee seeks out new assignments, proposes improved work methods, suggests ideas to eliminate waste, finds new and better ways of doing things. Outstanding Exceeds Expectations Meets Expectations Improvement Needed Specific Examples / Comments: 7. Adherence to Policy – The extent to which the employees follows company policies, procedures and work conduct rules. Complies with and follows all safety rules and regulations, wears required safety equipment. Outstanding Exceeds Expectations Meets Expectations Improvement Needed Specific Examples / Comments: 8. Lead (if applicable)– The extent to which the employee demonstrates proper judgment and decision-making skills when directing others. Directs work flow in assigned areas effectively to meet production / area goals. Outstanding Exceeds Expectations Meets Expectations Improvement Needed Specific Examples / Comments: Overall Performance – Rate employee’s overall performance in comparison to position duties and responsibilities. Outstanding Exceeds Expectations Meets Expectations Improvement Needed II. Complete All of the Following Sections 1. Accomplishments or new abilities demonstrated since last review: 2. Specific areas of needed improvement: 3. Recommendations for professional development (seminars, training, schooling, etc.): Employee’s Comments: Discussed/reviewed with employee on: Follow up requested/desired: YES NO Manager/Supervisor Signature: Date: Employee Signature: Date:Relevant article from our knowledge database
Whether you're just implementing an official performance appraisal process in your organization or you are looking for ideas that will help you update the documents you are now using, reviewing example forms can be extremely beneficial. This sort of form may be used along with a normal review document, or instead of one. However, every form should have the next essential components to form a fair foundation for employee evaluation. The form you use should focus just on the vital job performance locations.
For a yearly performance period, it is wise to do quarterly reviews. This review is going to be for consistency purposes. The performance review is designed to be a just and balanced evaluation of an employee's performance. Performance reviews are supposed to be thoughtful and supply a chance to examine someone total performance from a number of perspectives,'' Higgins told Business News Daily. Annual performance reviews are a vital part of employee development.
Decide what your objectives and objectives for the approaching year are and utilize it like a basis to produce accurate employee evaluation forms and reviews. It's not required to conduct evaluations on temporary in addition to Post Doctoral employees. Many evaluations must be ready and more stressful is the part as soon as your team member argues on what you've documented. You will see that if people do self evaluation, they typically won't go overboard on they manner in which they rate their performance. You're able to then do the last employee performance evaluation depending on the self evaluations submitted.