Employee Performance Evaluation
Individual Contributor - (Non-Exempt)
Employee Name: Click here to enter text / Evaluation Period: Click for date to Click for dateJob Title: Click here to enter text / Evaluation Meeting Date: Click for date
Department/Program: Click here to enter text / Supervisor: Click here to enter text
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Type of Review:
Select Type of Review
Overall Performance Review Rating: Consider all sections of the review to determine the employee’s overall rating.Select only one option from the dropdown, based on the following scale:
5. Exceeds expectations consistently; superior performance
4. Very good to excellent performance in most areas
3. Competent in all areas, very good in some
2. Competent in most areas, some improvement needed
1. Does not meet performance standard (requires a Performance Improvement Plan (PIP) or other action)
Choose a rating.
Supervisor’s Summary Comments:Click here to enter text.
Employee Comments:Click here to enter text.
Recommended/Required: It is recommended that HR review the document for coaching/feedback prior to the employee meeting and final sign offs. For an overall rating of 2 or 1 a copy of the prior Performance Improvement Plan (PIP) should be submitted along with the employee’s annual review to support any immediate action to be taken at that time, and prior to any meeting with the employee.
Signature Section:Signature acknowledges review/update discussion of evaluation, but it does not necessarily imply agreement by the employee. The supervisor and the supervisor’s manager are required signatures before submitting to HR for review.
Click here to enter text / Click here to enter text Date / Type signature here / Click for dateEmployee / Title / Signature / Date
Click here to enter text / Click here to enter text Date / Type signature here / Click for date
Supervisor Date / Title / Signature / Date
Click here to enter text / Click here to enter text Date / Type signature here / Click for date
Supervisor’s Manager Date / Title / Signature / Date
Click here to enter text / Click here to enter text Date / Type signature here / Click for date
HR Date / Title / Signature / Date
LIST TRAINING RECEIVED OVER THIS REVIEW PERIOD
Run an e-learning training report for this review period. The report includes CRJ’s annual required courses, i.e. Treatment Philosophy, Workplace Violence, HIPAA and Sexual Harassment. List below any completed coursesrecommended/required for developmental/job enrichment noted in the employee’s last IDP if not listed in the attached e-learning (e-Academy) report. In completing this review, all trainings should be considered to determine if the employee applied the learning/improved their performance.
Course Title / Related Competency/ Performance Standard(s) / Date Completed / Number of HoursClick here to enter text. / Click here to enter text. / Click for date. / Click for #. /
Click here to enter text. / Click here to enter text. / Click for date. / Click for #. /
Click here to enter text. / Click here to enter text. / Click for date. / Click for #.
- CORE COMPETENCIES & PERFORMANCE STANDARDS
Consider feedback and on-going coaching you provided to support the employee’s opportunity for development and improvement. The comments should reflect what the employee is doing well (strengths) and what areas need improvement using the Performance Standard under each competency. Review Developmental Objectives noted on last year’s IDP to include whether this learning opportunity was applied and demonstrated, and refer to any trainings recommended and completed needed to support these expectations.
Feedback – Client/Consumer/StakeholderThis is a required field for programs and positions that conduct on-going client/consumer or stakeholder surveys/evaluations. (This area can also be used for peer feedback besides noting the information under the different competencies.)
Peer, Client, Stakeholder Input.
Choose a rating. /
Customer Focus: (Internal and External)
Performance Standard: Responds to customer request or problem in a timely manner, demonstrates an understanding of customer‘s request or problem by “checking-back,” demonstrates flexibility to meet customer’s request or needs, drives to ensure that customer needs & expectations are constantly exceeded, ensures key relationships are maintained, proactively investigates all aspects of the customer need/problem before addressing the issue, exhibits sensitivity, maturity and responsiveness to meet the needs of the customer, actively positions customer service as highest organizational priority, exemplifies a commitment to public service in actions and statement, and fosters the spirit of public service
Comments on strengths and improvement needs: Click here to enter text.
Performance Standard Rating: / Choose a rating. /
Communication Skills:
Performance Standard: Treats everyone with respect and dignity, sees the uniqueness in every person; accepts constructive & behavior oriented feedback, promptly responds to questions and request for information, expresses thoughts and ideas clearly to others (actively listens and checks-back), utilizes strong listening skills to formulate responsive answers to questions; uses writing effectively, actively participates in meetings, takes accountability for mistakes and issues/problems by responding in a constructive manner, demonstrates an ability to relate to others, actively seeks coaching guidance when needed and appropriate
Comments on strengths and improvement needs: Click here to enter text.
Performance Standard Rating: / Choose a rating. /
Team Effectiveness:(includes any internal/external meetings/focus groups, etc.)
Performance Standard Definition: Strives to create an environment for the success of others, acknowledges others for their achievement, follows through with commitments to others in a timely manner and with their success in mind, creates positive learning experiences for others especially after setbacks, shares and solicits information with others about work, promotes teamwork and establishes cooperative and positive working relationships, has a good sense of personal abilities and limitations of self and others
Comments on strengths and improvement needs: Click here to enter text.
Performance Standard Rating: / Choose a rating. /
Problem Solving & Decision Making:
Performance Standard: Distinguishes facts from opinions, efficiently breaks down difficult problems to get at the underlying root cause, uses/involves functional expertise of others to problem solve, consistently comes up with viable alternatives to solve problems before they become huge issues, anticipates problems and difficulties in advance and takes necessary action to avoid problems, identifies and involves appropriate individuals in the decision-making process, can work well in ambiguous environments to identify problems which need attention, communicates decisions to appropriate individuals
Comments on strengths and improvement needs: Click here to enter text.
Performance Standard Rating: / Choose a rating. /
Adaptability/Cooperation:
Performance Standard: Constructively supports necessary change, willingness and responsiveness to work at whatever is necessary;reacts quickly to change in workload, schedule requirements, problems and instruction; handles problems, disagreements and stress in a calm and rational manner; works constructively with others to resolve problems and disagreements;, takes on new tasks with an open mind; ability to meet changing conditions; actively participates in problem resolution, self-directed, optimistic, takes attitude that all problems can be resolved
Comments on strengths and improvement needs: Click here to enter text.
Performance Standard Rating: / Choose a rating. /
Initiative:
Performance Standard: Demonstrates a high level of initiative, is a self-starter, is judicious about carrying out assignments without direction, excels in self-directing and self-pacing, takes the initiative in solving problems, makes practical suggestions, displays self-reliance, continuously finds new and better ways of performing job, extremely active and eager to try new approaches, plans and organizes with little or no assistance, has the quality of knowing what has to be done, takes charge in the absence of detailed instruction, consistently works up to full potential with regard to ability, speed and output
Comments on strengths and improvement needs: Click here to enter text.
Performance Standard Rating: / Choose a rating. /
Process Improvement:
Performance Standard: Creates an environment that supports continual growth and success of other team members and working environment, understands that self-improvement affects the team and the quality of the work environment, focuses on quality and continuous process improvement , is a contributor to organization improvement
Comments on strengths and improvement needs: Click here to enter text.
Performance Standard Rating: / Choose a rating. /
Continuous Development:
Performance Standard: Continuously strives to strengthen and refine professional effectiveness, continuously seeks higher levels of knowledge, takes an interest in and is capable of assisting others to learn, creates positive learning experience for others, creates an environment that supports continual growth and success of other team members, makes valuable suggestions for improvement of self, seeks opportunities for self-improvement, responds favorably to suggested actions for improvement
Comments on strengths and improvement needs: Click here to enter text.
Performance Standard Rating: / Choose a rating. /
Additional Competencies:
“Copy & Paste” additional competencies noted on the employee’s Individual Development Plan that were included to support the need to improve/enhance performance, behavioral skill building, job enrichment, or career development.
Click here to enter text.:Performance Standard:Click here to enter text.
Comments on strengths and improvement needs: Click here to enter text.
Performance Standard Rating: / Choose a rating. /
Click here to enter text.:
Performance Standard:Click here to enter text.
Comments on strengths and improvement needs: Click here to enter text.
Performance Standard Rating: / Choose a rating. /
- CRJ VALUES AND TREATMENT PHILOSOPHY GUIDING PRINCIPLES
The following CRJ Values and Treatment Principles require careful thought before deciding the overall rating for each area. The definitions for both categories are included in many of the core competency performance standards to help reinforce both areas. Think about whether the employee is generally modelingthe CRJ’s Values and demonstrating the Guiding Principles at an acceptable level of performance. The ratings for the Values and Principles should reflect the performance level of the above competencies. (If the employee has not attended the Treatment training then the ratings for that area should be left blank.)
CRJ VALUES (click here for comprehensive definitions of Values and Behaviors)
IINTEGRITY: Actions inspire trust from others, is principled and fair, demonstrates honesty and openness with others / Choose a rating. /CREATIVITY: Demonstrates flexibility and adapts well to change, is creative with the resources available, works collaboratively with supervisors and co-workers / Choose a rating.
COMPASSION: Actions show respect and fairness towards co-workers and clients, exhibits consideration and courtesy when working with others, and actions exhibit high regard for the diversity and dignity of others / Choose a rating. /
EXCELLENCE:Exhibits professionalism in attitude, dress and language, actions show a desire to continually improve job performance, actions enhance the service and reputation of CRJ / Choose a rating. /
Performance Standard Rating: / Choose a rating. /
TREATMENT PHILOSOPHY GUIDING PRINCIPLES
WE LISTEN: Employee listens actively and effectively to clients and co-workers. / Choose a rating.WE FOCUS ON BEHAVIOR: Employee is able to focus on and offer constructive feedback on others behavior, and avoid judging them as individuals. / Choose a rating. /
WE OFFER CHOICES: Employee is able to help others develop a range of appropriate choices and respects others’ right to choose. / Choose a rating. /
WE WELCOME CHANGE: Employee is personally and professionally open to change, and effectively assists others in creating positive changes in their lives. / Choose a rating. /
Performance Standard Rating: / Choose a rating. /
- FUNCTIONAL RESPONSIBILITIES
This area addresses 4 to 6critical primary job responsibilities, noted in the job description, that significantly impact the employee’s ability and capacity to perform at an acceptable level on a daily basis. This list may be predetermined based on the program and job title. Consider any Developmental Objectives noted on last year’s Individual Development Plan that might have impacted performance when rating each primary responsibility.
1.Click here to enter text. / Choose a rating. /2.Click here to enter text. / Choose a rating. /
3.Click here to enter text. / Choose a rating. /
4.Click here to enter text. / Choose a rating. /
5. Click here to enter text. / Choose a rating. /
6. Click here to enter text. / Choose a rating. /
Comments on strengths and improvement needs: Click here to enter text.
Category summary: / Choose a rating. /
- PROJECTS, TASKS AND ACHIEVEMENTS
List any project or task assigned to this review period that was listed in the employee’s IDP that is not a critical primary responsibility already noted above. Your comments should include any associated time frames and if the employee met the expectations. Take into consideration additional expectations assigned during the year and any significant achievements accomplished over the course of the review period outside of the usual job expectations. Think about . . . how the projects and tasks ontributed/supported the performance standards and functional competencies
1.Click here to enter text.Comments:Click here to enter text.
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Comments:Click here to enter text.
3.Click here to enter text.
Comments:Click here to enter text.
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