PERFORMANCE EVALUATION AND

DEVELOPMENT PLAN

Name: / Date of Evaluation:
Employee Number: / Evaluating Supervisor:
Job Title: / Review Period: / to
Time in Current Position:
I. PERFORMANCE FACTORS
QUALITY OF WORK: / Extent to which the employee applies quality practices in performing their job to produce output at the required standard. Ability to use processes effectively, and through consistent improvement increases the quality of the process, product or service.
OTS Outstanding / EE Exceeds Expectations / FME Fully Meets Expectations / MBE Meets Basic Exp / UN Unsatisfactory
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QUANTITY OF WORK: / Extent to which the employee accomplishes work within the scheduled time period at the required quality standard.
OTS Outstanding / EE Exceeds Expectations / FME Fully Meets Expectations / MBE Meets Basic Exp / UN Unsatisfactory
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KNOWLEDGE AND SKILLS: / Consider factors such as degree of supervision required, the ability to comprehend and apply new ideas, processes or procedures, and the degree to which appropriate actions are taken without specific directions. Capable of identifying issues and problem solving within assigned job responsibilities.
OTS Outstanding / EE Exceeds Expectations / FME Fully Meets Expectations / MBE Meets Basic Exp / UN Unsatisfactory
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TEAMWORK/COMMUNICATION: / Ability to work effectively with group to accomplish team goals, using appropriate communications to foster teamwork and encourage positive discussion. Develops cross-functional relationships. Is customer service-oriented. Communication can be verbal, written, and non-verbal expressions.
OTS Outstanding / EE Exceeds Expectations / FME Fully Meets Expectations / MBE Meets Basic Exp / UN Unsatisfactory
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INITIATIVE AND JUDGEMENT: / Extent to which the employee acts on own to perform required work; gives input and asks questions to identify problems and possible solutions. Extent to which the employee takes into account the effects of their actions and decisions in order to achieve the most desirable outcome.
OTS Outstanding / EE Exceeds Expectations / FME Fully Meets Expectations / MBE Meets Basic Exp / UN Unsatisfactory
[Click here to add comments] Consider the extent to which employee identifies process breakdowns, opportunities for improvement, and proposes solutions (such as number of PSRs submitted/implemented).
SAFETY/COMPLIANCE
(Policies/Procedures): / The extent to which company equipment and supplies are used and maintained in a safe manner. Extent to which the employee maintains own work area in a safe manner.
FME Fully Meets Expectations / MBE Meets Basic Expectations / UN Unsatisfactory
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DEPENDABILITY: / Extent to which the employee can be relied upon to meet objectives and perform duties considering attendance and punctuality.
FME Fully Meets Expectations / MBE Meets Basic Expectations / UN Unsatisfactory
[Click here to add comments] Include planned and unplanned absences for past year. Tardies if it has been an issue or has seen an improvement.
CUSTOMER SERVICE: / Extent to which the employee can identify and resolve an internal/external customer issue. Communicates to the customer in a clear professional manner by asking concise questions, demonstrating active listening skills and providing solutions within established company policies.
OTS Outstanding / EE Exceeds Expectations / FME Fully Meets Expectations / MBE Meets Basic Exp / UN Unsatisfactory
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OVERALL PERFORMANCE: / Ability to coordinate and execute total job requirements, to complete work accurately and on time, and to contribute to overall department effectiveness.
OTS Outstanding
/
Overall job performance is far beyond the normal scope of the job.
EE Exceeds Expectations
/
Overall job performance is clearly beyond that of which would normally be expected.
FME Fully Meets Expectations
/
Overall job performance consistently and reliably fulfills all established objective for the position.
MBE Meets Basic Expectations
/
Overall job performance fulfills majority of assigned tasks on a regular basis.
UN Unsatisfactory
/
Overall job performance is critically below requirements. Improvement plan required.
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II. IMPROVEMENT PLANS:Indicate actions theemployee and supervisor will be take to address areas needing improvement.

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III. PROGRESS: Document progress made on development areas from last appraisal.

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IV. DEVELOPMENT: List specific actions employee will take to further enhance skills for this or other positions. This is positive development, not corrective action.

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V. TRAINING: This area is required. Identify specific internal or external training opportunities employee should complete to develop skills.

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VI. NEXT MANAGEMENT LEVEL COMMENTS:

______

Next Management Level Signature Date

VII. EMPLOYEE COMMENTS: Each individual is encouraged to add comments to this.

I am signing this evaluation to indicate that my manager and I have discussed this evaluation and I have received a copy.

Employee Name: / Supervisor Name:

______

Employee Signature Date Supervisor Signature Date

A copy will be placed in the employee HR file.