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EMPLOYEE PERFORMANCE EVALUATION

By Ricardo Stewart,2014-06-18 09:20
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EMPLOYEE PERFORMANCE EVALUATION

    EMPLOYEE PERFORMANCE EVALUATION

Name Date Hired

    Job Position Date Began Present Position

    Reason for Review: 90 - Day Review Annual Other

    Date of this Evaluation Date of Last Evaluation

Job Knowledge/Skills The practical/technical skills and information used on the job.

     Has excellent understanding of job responsibilities and has the skills needed to perform the job well.

     Understands all aspects of the job. Has the skills to perform the job in a satisfactory manner.

     Understands job routine and has adequate skills. Some knowledge and/or skill still to be acquired.

     Noticeable deficiencies in job knowledge and/or skills.

     Severely lacking in job knowledge and/or skills.

    Explain

Quality of Work The accuracy, thoroughness and acceptability of work performed.

     Work is almost always accurate and thorough. Usually exceeds basic standards for the job.

     Is accurate and thorough most of the time. Work is usually above average in quality.

     Work is usually accurate and thorough and meets expectations for basic standards.

     The error level in work is too high. Quality of work needs improvement.

     Makes frequent errors. Does not meet expectations for quality work.

    Explain:

Productivity The quantity of work produced and the promptness with which it is completed.

     Superior work production. Works very quickly and efficiently, accomplishing much more than is

    required.

     Very industrious. Works quickly and efficiently, producing more than is required.

     Satisfactory in the amount of work produced and the promptness with which it is completed.

     Below average in work production. Often does not accomplish required tasks within allotted times.

     Does not meet expectations for the amount of work produced.

    Explain:

Working Relationships The willingness and ability to work well and communicate effectively with

    coworkers, supervisor(s) and others.

     Is well liked and respected. Has excellent people skills.

     Has good relationships with others.

     Is average in ability to deal with people.

     Sometimes has difficulty in dealing with people.

     Has difficulty in relationships with others. Lacks tact and diplomacy.

Employee Performance Evaluation FM-Personnel 115 Page 1 of 4

    ? 2000-2005 Vista Senior Living, Inc.

    All Rights Reserved

Explain:

Appropriateness of Supervision. The extent to which the employee makes appropriate use of their

    supervisor's feedback and time.

     Responds well to supervision. Fully integrates feedback and information provided on the job.

     Accepts direction well. Makes good use of time with supervisor and applies feedback provided by

     the supervisor.

     Usually accepts direction well. Makes appropriate use of supervisor's time and feedback the

     majority of the time.

     Sometimes does not respond well to supervision. Takes more of the supervisor's time that should be

     necessary.

     Takes direction poorly. The amount of time spent supervising is out of balance with the amount of

     time required by others.

    Explain:

Dependability. The extent to which the employee can be depended on in the job.

     Is very dependable. Is exceptional in job attendance and consistency of job performance.

     Is usually dependable. Is above average in job attendance and consistency of job performance.

     Meets expectations for job attendance and consistency of job performance.

     Often cannot be depended on. Unsatisfactory attendance record. Often inconsistent job performance.

     Undependable. Unacceptable in job attendance. Inconsistent job performance.

    Explain:

Adherence to Policy. The extent to which the employee follows safety, conduct and other policies and

    procedures.

     Almost always adheres to established policies and procedures.

     Follows established policies and procedures most of the times.

     Usually follows established policies and procedures.

     At times lacks knowledge of and/or willingness to follow policies and procedures.

     Often does not follow established policies and procedures.

    Explain:

Initiative / Innovation The degree to which the employee initiates new ideas, seeks out additional

    responsibilities and expands his/her capabilities.

     Frequently has new ideas to improve job performance. Willingly seeks out additional

    responsibilities.

     Often has suggestions for improvement. Sometimes seeks out additional responsibilities.

     Occasionally makes suggestions for improvement and takes on additional tasks.

     Seldom makes suggestions, seeks out additional responsibilities, or takes action without direct

    instruction.

    Explain:

Employee Performance Evaluation FM-Personnel 115 Page 2 of 4

    ? 2000-2005 Vista Senior Living, Inc.

    All Rights Reserved

Accomplishments or new abilities demonstrated since last review:

Performance objectives and/or areas of improvement needed:

Plan to enhance strengths and develop competency in areas needing improvement:

Employee’s overall performance of position responsibilities:

     Outstanding Performance is exceptional in all areas and is superior to the performance of others.

     Very Good Results clearly exceed most position requirements. Performance is of high quality and

    is achieved on a consistent basis.

     Good Competent and dependable level of performance. Meets performance standards of the job.

     Improvement Needed performance is deficient in certain areas. Improvement is necessary.

     Unsatisfactory Performance is generally unacceptable and requires immediate improvement. No

    merit.

    Employee Performance Evaluation FM-Personnel 115 Page 3 of 4

    ? 2000-2005 Vista Senior Living, Inc. All Rights Reserved

Supervisor’s comments on overall performance:

Supervisor’s Signature Date

Employee’s Comments:

Employee’s Signature Date

Follow-up Date (if applicable)

    Employee Performance Evaluation FM-Personnel 115 Page 4 of 4

    ? 2000-2005 Vista Senior Living, Inc. All Rights Reserved

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