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EMPLOYE PERFORMANCE REVIEW

By Maria Grant,2014-06-18 09:17
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EMPLOYE PERFORMANCE REVIEW

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     Measures employee’s demonstrated job relevant knowledge and essential skills, such as work practices, policies, procedures, resources, laws, customer service, and technical information, as well as the relationship of work to the organization’s mission. Also measured are the employee’s self-improvement efforts to enhance skills and knowledge and to stay current with changes impacting the job.

? Possesses superior job ? Work reflects thorough ? Work reflects adequate ? Often demonstrates a lack of basic ? Consistently demonstrates a skills and knowledge; and current knowledge/skills for job. or sufficient job knowledge/skills to lack of basic job knowledge effectively applies them knowledge/skill of job and perform routine functions of the job. and/or skills to perform job. ? Has some knowledge of to work assignments. impact on agency related work. ? Occasionally is resistant to changing ? Rarely takes advantage of activities/related ? Willingly mentors staff; knowledge and/or skill requirements available skill enhancement ? Stays current with major resources. shares knowledge. or processes, including opportunities or training opportunities. changes impacting on ? Uses opportunities to for knowledge/skill enhancement. ? Seeks/applies knowledge or skill. ? Often is resistant to expand knowledge/skills, innovative and relevant Accepts change. changing requirements. sharing information with techniques. staff.

    Comments

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     Measures employee’s results in meeting established objectives/expectations/standards of quality, quantity, customer service, and timeliness both individually and in a team.

    ? Work consistently ? Work frequently exceeds ? Work usually meets ? Often has difficulty meeting expected ? Consistently fails to meet exceeds expectations expected quality, quantity, expectations of quality, quality, quantity, customer service, expected quality, quantity, of quality, quantity, customer service, and quantity, customer and/or timeliness standards. customer service, and/or customer service, and timeliness standards. service, and timeliness. timeliness standards. timeliness. Comments:

     Measures employee’s performance in exchanging information with others in an effective, timely, clear, concise, logical, and organized manner. Communications include listening, speaking, writing, presenting, and sharing of information. Consideration is given to client/data complexity/sensitivity.

    ? Consistently ? Frequently communicates ? Usually communicates ? Often fails to communicate ? Consistently fails to communicates in clear, in an effective, timely, effectively and effectively or in a timely manner. communicate effectively or effective, timely, clear, concise, and exchanges relevant timely. ? Lacks clarity of expression orally or in concise, and organized organized manner. information in a timely writing. ? Often does not keep others manner. manner. ? Proficiently organizes and informed. ? Is inconsistent in keeping others ? Is articulate and presents difficult facts ? Speaks and writes informed. ? Is an ineffective listener persuasive in and ideas orally and in clearly. and/or frequently ? At times, fails to listen effectively. presenting, soliciting writing. ? Keeps others informed. interrupts. complex or sensitive ? Seeks/provides feedback. ? Listens with data. understanding.

     Comments:

     Measures the extent to which the employee is self-directed, resourceful, and creative in performing job duties individually or in a team. Also measures employee’s performance in identifying and resolving problems; following through on assignments; and initiating or modifying ideas, methods, or procedures to provide improved customer service, redesign business processes, and accomplish duties.

    ? Consistently resolves ? Prevents/resolves ? Addresses existing and ? Resolves routine problems. ? Consistently fails to unit/team problems unit/team problems. significant potential recognize or seek help in ? Exhibits little initiative in identifying and promotes problems. resolving routine problems. ? Suggests innovations to problems, solutions, or improvements. improve operations or ? Suggests or assists in improvements and/or working ? Demonstrates inability to streamline procedures. developing solutions proactively as part of a team to work individually or in a ? Maximizes resources, innovation/technology individually or in a team. address issues of concern. team. ? Defines and analyzes to streamline/improve. complex problems. ? Carries through solution ? Requires more than routine ? Rarely suggests ? Analyzes full dimension implementation with supervision. improvements. ? Develops/implements of complex problems. routine supervision or solutions with moderate ? Requires frequent follow-up. ? Requires minimal supervision. reminders and supervision. supervision.

    Comments

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     Measures employee’s development and maintenance of positive and constructive internal/external relationships. Consideration should be given to the employee’s demonstrated willingness to function as a team player, give and receive constructive criticism, accept supervision, resolve conflicts, recognize needs and sensitivities of others, and treat others in a fair and equitable manner. Supervisors and team leaders also are to be assessed on their demonstrated commitment to Equal Employment Opportunity, diversity, and proactive actions to prevent/address all forms of discrimination.

    ? Consistently promotes ? Frequently fosters ? Usually interacts in a ? Often has difficulty getting along with ? Interpersonal relationships and maintains a teamwork, cooperation, cooperative manner. others. Allows personal bias to are counter-productive to harmonious/productive and positive work affect job relationships. work unit or team ? Avoids disruptive work environment. relationships. functions. behavior. Deals with ? Requires reminders regarding needs ? Is respected and ? Handles conflict conflict, frustration and sensitivities of others. ? Often ignores EEO/diversity trusted and often constructively. appropriately. program requirements. ? Inconsistently adheres to viewed as a role model. EEO/diversity program requirements. ? Promotes and adheres to ? Treats others equitably. ? Actively promotes EEO/diversity program Adheres to EEO/diversity EEO/diversity requirements. program requirements. programs.

    Comments

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     Measures employee’s performance relative to efficient methods of operation, customer service, proper conduct, speech, ethical behavior, and Commonwealth/agency/work unit policies and procedures, such as attendance, punctuality, safety, security, proper care and maintenance of assigned equipment, and economical use of supplies.

    ? Work reflects maximum ? Frequently ? Work is planned to meet ? Frequently lacks organization and ? Consistently fails to meet innovative use of time plans/organizes work to routine volume and planning of work and does not expected standards due to and resources to timely and effectively timeliness and usually adequately use available resources. lack of effective consistently surpass accomplish job duties with fulfills operational and organization, use of ? Often does not meet standards in expectations and appropriate use of customer service needs. equipment/resources, or complying with work policies/safety improve operations. resources. inattention to customer ? Adheres to rules and/or care of equipment. service needs. ? Serves as role model ? Suggests/implements organizational work with regard to work improvements and policies/safety rules and ? Resists established work policies and safety exceeds organizational procedures with few policies/safety rules and standards. work/safety rules and exceptions. procedures. standards.

     Comments:

     (Required for all supervisors/managers) Measures leadership, judgment, initiative, and achievement of expectations. Effectively manages program/projects, employees, budget, technology, and organizational change to produce positive results. Engages in strategic planning and measurement, performance management, teamwork, staff development, and recognition of accomplishments. Promotes customer service, diversity, inclusiveness, collaboration, effective communication, and positive labor/management relations. Uses innovation and fulfills administrative requirements.

? Regularly exceeds ? Meets and frequently ? Meets most ? Often fails to meet expectations ? Consistently fails to meet expectations. exceeds expectations. expectations timely and timely and effectively. expectations timely or effectively. effectively. ? Implements innovative ? Improves efficiency and ? Efficiency and customer service policies, resources, and customer service. ? Maintains acceptable occasionally falls below standards. ? Delivers unacceptable technology to maximize efficiency and customer customer service or ? Provides staff with ? Inadequately directs, trains, efficiency and service. service. operational efficiency. innovative and monitors, and recognizes staff. ? Committed to and constructive direction, ? Provides staff necessary ? Disregards or ineffectively ? Inadequately fulfills administrative promotes excellence; delegation, feedback, direction, feedback, provides staff direction, and performance management leads by example mentoring, and development, and monitoring, and functions. energizing recognition. recognition. development. ? Often lacks good judgment in performance and ? Adheres to performance ? Makes decisions that ? Often ignores performance decisions. teamwork. management/administratusually reflect sound management or ? Lacks leadership in promoting ? Uses and encourages ive policies. judgment. administrative policies. innovation, teamwork, and creative decisions and ? Makes sound decisions. ? Usually adheres to ? Is indecisive or lacks good inclusiveness. solutions. administrative policies. judgment. ? Promotes and maintains ? Acts as positive change teamwork, inclusiveness, ? Encourages innovation, ? Resists change. agent. respect, and creativity. teamwork, and inclusiveness.

    Comments:

    Provide an overall rating based on the rating of the individual factors, adherence to significant performance standards, and

    accomplishment of essential functions. This rating provides an overall impression of job performance that is supported by the job factor ratings, not necessarily an average of those ratings. Thus, each factor need not be of equal weight but comments should justify significant differences

    impacting on the overall rating.

    ? ? Employee meets and? Employee meets the? Employee meets many of the? Employee fails to meet many Employee consistently frequently exceeds job expectations and expectations of the job in a job expectations and and significantly expectations and standards satisfactory standards. Performance exceeds standards of the employee’s job in a manner but often fails to adequately deficiencies must be job expectations and and demonstrates a high fully adequate way. meet some of the expectations or corrected. standards and degree of initiative, standards. Improvement is required. demonstrates a high customer service, and degree of initiative, quality of work. customer service, and quality of work.

    Overall Comments:

    (Identify strong attributes, abilities, or proficiency in an area, to maximize the employee’s contribution to the

    organization in utilizing these abilities and skills and to identify potential mentor relationships.) Comments:

     (Identify knowledge, skills, and abilities that may need improvement. Address developmental activities to

    assist the employee in addressing either areas of concern or opportunities for professional growth.) Comments:

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