PERFORMANCEREVIEW
BOOKKEEPER
ASSOCIATE / Type of Review / Mid-Year / AnnualPOSITION / Review Period: / From: / To:
LOCATION / Date of Hire
The Team Member Performance Process: All team members will be reviewed on the goals and objectives set by The Paradies Shops. These goals have been set in relation to the complexity of the goal and its value to the organization. The total of all weights for all goals cannot exceed 25 for a total performance score. The Performance ratings of 1-5are outlined below.
5 / Outstanding / Performance consistently exceeds the expectations of the position. Examples include, but are not limited to: The team member requires little or no supervision from management in accomplishing his/her tasks and seeks opportunities to enhance the organization. The team memberpossesses highly advanced job knowledge. The employee is relied upon to solve complex problems and applies creativity and innovative approaches in formulating solutions.4 / Highly Effective / Performance consistently meets and often exceeds the expectation of the position. Examples include, but are not limited to: The team member requires minimal supervision from management in accomplishing his/her tasks. The team memberpossesses a thorough knowledge of the job, and often solves or assists in solving complex problems.
3 / Effective / Performance consistently meets and may occasionally exceed the expectation of the position. Examples include, but are not limited to: The team member requires moderate supervision from management in accomplishing his/her tasks. The team member possesses sufficient knowledge and/or initiative to execute his/her duties and responsibilities.
2 / Marginal / Performance is inconsistent and falls short of the expectation but has the capacity to improve to meet the expectation of the position. Examples include, but are not limited to: At times, the associate requires close supervision where he/she should be operating on his/her own. The team member sometimes lacks the initiative, and/or job knowledge to execute his/her duties and responsibilities.
1 / Unsatisfactory / Performance consistently fails to meet the designated expectation for the position. Examples include, but are not limited to: The team member requires close supervision and his/her work requires continual correction. The team member’s job knowledge is insufficient to meet daily requirements.
0 / Too Early to Rate / The team member has not been in the position sufficient time to assessthe performance.
Put an “X” in the appropriate Rating box below.
Transfer the Rating to the first page.
Team members who are rated marginal or below must be placed on final warning for performance if they are not already in a counseling situation. Any review that falls in the Marginal or Unsatisfactory range must be discussed with the Regional Director or HR Representative prior to delivery. / 23- 25 / Outstanding20-22 / Highly Effective / ☐ /
15-19 / Effective / ☐ /
10-14 / Marginal / ☐ /
5-9 / Unsatisfactory / ☐ /
Overall Rating
Note: This form is equipped with automatic calculations. Fields designated with a red asterisk (*) should be updated by right-clicking on your mouse and selecting ‘Update Field’.
Rating from Evaluation (Section I) / Performance Score / 0*List the Total Evaluation Rating from Section I and divide by 5 to achieve the performance score for the overall rating.
Section I:Performance Goals / Objectives – Bookkeeper
Performance Goals/ Objectives / Rating / ScoreCUSTOMER SERVICE (Displays the ability to consistently exceed customer expectations by
anticipating and responding accordingly. Communicates well with all
levels within the company while preserving the intent of the message.)
- Team membermodels the First Class Standards and understands a commitment to excellence.
- Team membershows the proper ability to balance customer service and daily workload by placing the correct emphasis on service and task.
- Team memberactively suggest additional items to build the sales.
- Team membercontinuously meets and or exceeds sales goals.
- Listens effectively and makes time to engage with the Team member to improve performance in meeting service goals.
2.
3.
4.
5.
/ 0
OPERATIONS (Understands how the operation works, clearly knowledgeable in processes . can quickly
assess what needs to be done and eliminate roadblocks.)
- Team member maintains a thorough understanding of the daily opening and closing procedure with store readiness.
- Team memberminimizes out of stock in register supplies, change fund, petty cash and all other pertinent supplies.
- Team memberidentifies shortages and overages consistently communicating register and cash shortages to the management and loss prevention team.
- Team memberactively participates in and in some cases follow-up on the FCS, Shrink Bank, Power of 3 and other programs to ensure compliance and communication to the team.
- Team memberdisplays good judgment and fairness in monitoring the daily assignments (breaks/ lunches, store scheduling) and other assignments and task.
2.
3.
4.
5.
/ 0
FINANCIAL / BUSINESS (Understands the role in meeting company goals and objectives ,
knowledgeable of policies and practices and works to deliver success of
company programs.)
- Team member takes the initiative and does not have to be asked to perform daily duties, minimal supervision is needed.
- Team member has the ability to troubleshoot and resolve POS and cash handling issues within the location.
- Team membertakes a team approach to assisting others without complaining – shows a willingness to support the location.
- Team memberis consistently conscientious of the Loss prevention polices and their work reflects an attention to
- Team memberis flexible in working in different locations and schedules based on scheduling needs.
2.
3.
4.
5.
/ 0
PEOPLE/ LEADERSHIP (Demonstrates being a team player by partnering and supporting others while
Remaining focused on the business needs. Open to development and continual
growth of self and the team.)
- Team memberdisplays the ability to collaborate and work as part of a team.
- Team member demonstrates the ability to communicate and interact with others.
- Team member adherence to the code of conduct and safety requirements.
- Team member values the differences of other associates on the team.
- Team member exemplifies the Company Core Values and mission statement in their work.
2.
3.
4.
5.
/ 0
TIME AND ATTENDANCE (Fully reliable in terms of attendance and punctuality. Follows guidelines
consistently.)
- Team member consistently arrives to work on time with no unplanned absences.
- Team member has no counseling on records for tardies.
- Team member has no counseling’s on record for absences.
- Team member has not missed work without prior notification
- Team member consistently arrives to and from breaks and lunches as scheduled.
2.
3.
4.
5.
/ 0
Total Evaluation Rating / 0*
Note: This form is equipped with automatic calculations. Fields designated with a red asterisk (*) should be updated by right-clicking on your mouse and selecting ‘Update Field’.
This is to acknowledge that the performance expectations contained in this document have been reviewed with the
Team member.
Team Member Signature:______Date:______
Managers Signature:______Date:______
Section II: Team MemberPerformance Development Profile
TEAM MEMBER:* / 60 / 180Follow-Up to:
POSITION:*
LOCATION:*
OVERALL COMMENTS:
KEY SUCCESS FACTORS (List key areas where the team member has role modeled performance)Performance Exceeds / Indicators
DEVELOPMENT PLANS (No more than three areas should be attempted)
Performance Expectation / Action Steps / Follow-up
This is to acknowledge that the essential duties and performance expectations contained in this document have been established and discussed for the designated review period.
Team member Signature:______Date:______
Manager’s Signature:______Date:______
Associate Performance Review (eff. Oct. 1, 2012) 1