Performance Evaluation Form- Field Operations

Name: / Click here to enter text. /
Department/Region/Location: / Click here to enter text. /
Title: / Click here to enter text. /
Supervisor Name: / Click here to enter text. /

EMPLOYEEcomplete BLUE sections

MANAGERcomplete GREEN sections

LINN Values
This section is intended to facilitate a meaningful discussion between the supervisor and the employee regarding LINN’s Values. Please review the company values. Indicate how well this employee has been exhibiting the values and provide comments and/or examples.
Comments / Rating
Embrace & Drive Change
  • explore new possibilities
  • be open minded
  • find solutions
/ Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
Comments / Rating
Pursue Growth
  • grow the company
  • grow personally & professionally
  • develop coworkers
/ Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
Comments / Rating
Take Action
  • drive performance
  • take ownership
  • execute with urgency
/ Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
EMPLOYEE complete BLUE sections
MANAGER complete GREEN sections
LINN Values(Continued)
Comments / Rating
Respect Others
  • be humble
  • value people
  • serve others
/ Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
Comments / Rating
Be Passionate
  • be bold, creative and energized
  • pursue and celebrate success
  • Have fun
/ Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
Comments / Rating
Connect
  • build trust
  • communicate
  • develop open and honest relationships
/ Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /

EMPLOYEE complete BLUE sections

MANAGER complete GREEN sections

Job Competency Rating
This section is intended to facilitate a meaningful discussion between the supervisor and the employee regarding the employee’s strengths and areas of improvement in the Competencies associated with specific roles. Detail three to four of the most relevant items the employee must perform well in order to succeed in the current role. Utilizing the competencies found in the Career Ladders in the Manager’s Toolkit the manager will select and enter the competencies to be rated. If there is not currently a Career Ladder developed for a specific position, you may write three to four items for this cycle, and then work with HR to incorporate them into the Career Ladders.
Job Competency / Comments / Rating
Click here to enter text. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
Job Competency / Comments / Rating
Click here to enter text. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
Job Competency / Comments / Rating
Click here to enter text. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /

EMPLOYEE complete BLUEsections

MANAGER complete GREEN sections

Job Competency Rating (continued)
Job Competency / Comments / Rating
Click here to enter text. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
Professional Developmental Goals
List one to two developmental goals that would foster the strengthening and enhancement of your knowledge, skills and abilities in achieving your career goals. Make sure the goals are SMART and are flexible enough to accomplish in our current fast-paced environment.
2013 Goals / Results Achieved/Supporting Examples / Rating
Click here to enter text. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
2013 Goals / Results Achieved/Supporting Examples / Rating
Click here to enter text. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /

EMPLOYEE complete BLUEsections

MANAGER complete GREEN sections

Job Goals
List two to three job goals detailing the items you will accomplish specific to your role at LINN. These goals should be derived from your team’s scorecard, and should align with results that your team identified as goals to be achieved over the course of this year.
2013 Goals / Results Achieved/Supporting Examples / Rating
Production Volume- Achieve area target of ____net mmcfd averages. Prioritizes word to maximize production, obtains optimum well efficiency, minimizes time on line, identifies and reports production variances and initiates appropriate actions. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
2013 Goal / Results Achieved/Supporting Examples / Rating
Lease Operating Expense- Achieve area target of $___MM. Maintains awareness of expenses and reduces where possible. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
2013 Goals / Results Achieved/Supporting Examples / Rating
EH&S Compliance-Actively participate within the tam to encourage the creation of heightened EH&S awareness resulting in zero incidents. Report unsafe conditions to supervisor. Attend all required EH&S training meetings. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
EMPLOYEE complete BLUEsections
MANAGER complete GREEN sections
Job Goals (continued)
2013 Goals / Results Achieved/Supporting Examples / Rating
Production Reporting- Submit required data/reports accurately and timely. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
2013 Goals / Results Achieved/Supporting Examples / Rating
Click here to enter text. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
2013 Goals / Results Achieved/Supporting Examples / Rating
Click here to enter text. / Click here to enter text. / Choose an item. /
Click here to enter text. / Choose an item. /
EMPLOYEE complete BLUEsections
MANAGER complete GREEN sections
Overall Performance Comment
Additional Comments by Supervisor: / Click here to enter text. /
Additional Comments by Employee: / Click here to enter text. /

Acknowledgement

The employee’s signature will constitute acknowledgement of the receipt of the form and that it does not provide any contractual rights of employment.

Employee: / Date:
Supervisor/Manager: / Date:
Next Level Manager: / Date:

Choose an item.

/

1

Rev. 7/22/13

Performance Evaluation Form- Field Operations

Performance Descriptors for each goal or competency

Exceptional

  • Visionary, remarkable, leading, outstanding, innovative, and mentor.

An employee in this category has exceptional performance expectations; demonstrates mastery in primary job responsibilities, values and goals. A person in this category consistently goes above and beyond, does so on own initiative and adds substantial value to the organization outside of their job scope. An employee in this category consistently demonstrates superior work traits independent of guidance or coaching.

Exceeds

  • Effective, expert, innovative, superior, and resourceful.

An employee in this category exceeds most performance expectations; demonstrates expertise in primary job responsibilities, competencies and goals. A person in this category often goes above and beyond, does so on own initiative and adds substantial value to the organization.

Meets

  • Competent, knowledgeable, independent, reliable, consistent, and capable.

A person in this category consistently achieves most performance expectations; demonstrates proficiency in primary job responsibilities, goals and LINN values; requires the expected level of supervision; and makes sound decisions relevant to the role. A person in this category performs his/her job well and is an asset to the organization.

Needs Improvement

  • Substandard, inconsistent, and inaccurate.

A person in this category achieves some performance expectations; inconsistently demonstrates proficiency in primary job responsibilities, goals and LINN values; requires more than the expected level of supervision; and struggles to make good decisions relevant to the role. A person in this category may require a performance improvement plan.

Unsatisfactory

  • Unprepared, deficient, unacceptable, and uncooperative.

A person in this category does not achieve the performance expectations for their position; regularly does not demonstrate proficiency in primary job responsibilities, goals and LINN values; requires more than the expected level of supervision; and struggles to make good decisions relevant to the role. A person in this category may require a performance improvement plan.

1

Rev. 7/22/13