Seasonal Employee Performance Review
Cherry Crest Adventure Farm
Seasonal Employee Performance Review
(On-line Version)
Responsibilities:
EMPLOYEE:
Employees do not need to put a comment in every competency that is listed in the Seasonal Employee Performance Review. However, these are some reasons that you may want to add a comment:
- This is an area you can give specific examples to help the supervisor know that you did a good job, or help to know why the rating was chosen.
- If the supervisor completes the GOAL section of the Seasonal Employee Performance Review, there is a comment section after the GOAL section that will allow you to make a comment if you disagree, or agree with the Goal the Supervisor has set for you.
- This is an area you can communicate from one review to another to record personal growth, or request needed assistance.
SUPERVISOR:
Supervisors do not need to put a comment in every competency that is listed in the Seasonal Employee Performance Review. However, these are some reasons that you may want to add a comment:
- This is an area you can give specific examples to help the employee know that they did a good job, or why the rating was chosen.
- Since the employee is completing the Performance Review, the comment section will allow you to make a comment if you disagree with the rating the employee gave, or any other comment.
- This is an area you can use for employee encouragement.
Procedures:
1. Access the Seasonal Employee Performance Review (SEPR) on the employee page of Cherry Crest Adventure Farm’s web site.
2. Save the document to your computer as follows:
→ Open the Word document.
→ If the Protected View yellow band appears at the top of the page, click “Enable editing”. If
no yellow band then (next step)
→ Do a SAVE AS to the computer and name the document as follows:
Last Name, First Name SEPR.doc
Example: Smith, John SEPR.doc.
3. If 3 tabs appear at the top of the page, choose VIEW; then choose Edit document. This will allow you to fill in the performance review. If there are no tabs you should be able to start filling in the form. Complete the following sections:
- Employee Name
- Date
- Job Title
- 1 thru 10 Competencies
- Employee's Comment sections
Note: You do not sign the Seasonal Employee Performance Review until you have reviewed the Supervisor's Comments.
4. Once you have completed the Performance Review save the document again.
5. E-mail the document to the Office Supervisor, Missy Hoover at: .
6. The Office Supervisor will then forward the e-mail to the supervisor to review and complete.
7. The Supervisor will save the completed review as follows, then email it back to the Office Supervisor:
Last Name (employee’s), First Name SEPR reviewed.doc
Example: Smith, John SEPR reviewed.doc
8. The Supervisor will receive a hard copy of the Performance Review from the Office Supervisor to review with the employee being sure to:
- Sign the Seasonal Employee Performance Review (both supervisor & employee)
- If needed, discuss with the employee the GOAL section and have the employee complete the Employee Comment section.
- If needed, discuss with the employee the CCAF Employee Discipline Form.
9. The hard copy of the signed Seasonal Employee Performance Review & any other documents will be given to the Office Supervisor.
10. The Office Supervisor will scan ALL the Seasonal Employee Performance Reviews & any other documents.
11. The Office Supervisor will e-mail the signed Seasonal Employee Performance Review to the employee for their records.
Employee Name: Date: Click here to enter a date.
Job Title:
Review period start (Office Supervisor completes): 5/1/2017
Review period end (Office Supervisor completes): 8/5/2017
August October
Competencies:
1. Job Knowledge: Based on the Job Description and Station Binders.
Meets Expectations Needs Improvement N/A
Meets Expectations:
Ø Does not require constant directives with regard to station duties.
Ø Satisfactorily completes all aspects of the station duties (per the stations opening and closing checklists and How To Lists).
Ø Consistently does things right the first time.
Needs Improvement:
Ø Requires frequent reminders from supervisors, assistant supervisors and/or co-workers about station duties.
Ø Does not complete station duties satisfactorily (per the stations opening and closing checklists and How To Lists).
Ø Requires supervision to insure station duties are completed in a timely and correct manner.
Ø Is inconsistent with doing things right the first time.
Employee's Comments:
Supervisor's Comments:
2. Work Product: The quality and quantity of work produced by the employee.
Meets Expectations Needs Improvement N/A
Meets Expectations:
Ø Quality and quantity of work produced is adequate.
Ø Does not require constant supervision.
Ø Error rate is acceptable, and all work is completed in a timely manner.
Ø Required station paperwork is completed on time with minimal errors.
Needs Improvement:
Ø The quality and quantity of work produced is unacceptable.
Ø Is not as careful in checking work product for errors as he/she could be.
Ø Tends to miss small errors in work product.
Ø Required station paperwork is not completed on time and/or is incomplete.
Ø Has made frequent errors that are harmful to business operations.
Ø The supervisor has received numerous complaints about the quality of work.
Employee's Comments:
Supervisor's Comments:
3. Communications: Giving and receiving information.
Meets Expectations Needs Improvement N/A
Meets Expectations:
Ø When dealing with guests and co-workers, employee communicates accurately and with sufficient attention to detail.
Ø Various communications are accurate and well written using proper grammar and punctuation.
Ø Various communications are completed in a timely manner.
Ø Consistently uses correct radio etiquette.
Ø Employee’s tone is consistently polite and cordial to others.
Needs Improvement:
Ø The supervisor has received a few complaints about contradictory or bad information being given out by the employee.
Ø Various communications are often unclear or incomplete.
Ø Various communications are often completed late or not at all.
Ø Radio etiquette is not followed as directed by supervisor and/or employee handbook (All About Cherry Crest Adventure Farm).
Ø Uses a condescending tone when talking to others.
Employee's Comments:
Supervisor's Comments:
4. Attendance & Dependability: Being where you should be when you are supposed to be there.
Meets Expectations Needs Improvement N/A
Meets Expectations:
Ø Consistently arrives to work on time.
Ø Makes sure work area is covered at all times.
Ø Has had no unscheduled absences, except for documented emergencies, during the rating period.
Needs Improvement:
Ø Attendance record is unsatisfactory.
Ø Calls off work without prior approval, resulting in unscheduled absences.
Ø Frequently arrives late to work.
Ø Does not make sure all work is completed before leaving for the day.
Ø Leaves work early without approval of supervisor.
Employee's Comments:
Supervisor's Comments:
5. Cooperativeness: Working with co-workers
Meets Expectations Needs Improvement N/A
Meets Expectations:
Ø Direct, straightforward, honest and polite when working with others.
Ø Maintains good working relationships with co-workers.
Ø Consistently displays a positive attitude.
Needs Improvement:
Ø Displays occasional negativity when working with others.
Ø Rarely offers to assist others.
Ø Makes negative comments that affect working relationships with others.
Ø Projects an attitude of superiority that turns off co-workers.
Ø Not cooperative and frequently criticizes others.
Employee's Comments:
Supervisor's Comments:
6. Adaptability: Adjusting to change.
Meets Expectations Needs Improvement N/A
Meets Expectations:
Ø Consistently adjusts well to changes in the work place.
Ø Maintains good guest service relations, even under stress.
Ø Decision making is consistently appropriate for the situation.
Needs Improvement:
Ø Gets flustered in unusual situations.
Ø Does not always make the best decisions to fit the situation.
Ø Usually needs direct supervision to adjust to changes, even for mundane and everyday tasks.
Ø Is not able to think independently or to deal with unexpected occurrences.
Employee's Comments:
Supervisor's Comments:
7. Service to Public: Based on Organization’s Mission, Vision, and Core Values.
Meets Expectations Needs Improvement N/A
Meets Expectations:
Ø Usually maintains a competent and professional demeanor in dealing with the public.
Ø Is consistently courteous and knowledgeable about the Organization’s information.
Ø Tries to be helpful.
Ø Gives service with a smile.
Needs Improvement:
Ø Gets impatient/annoyed with guests who ask too many questions.
Ø Frequently forgets to follow through on guests’ requests.
Ø Frequently fails to engage guests; is frequently short with guests.
Ø Demonstrates guest relations skills that need improving.
Ø Frequently carries on personal conversations in person or on the phone while the guests wait.
Employee's Comments:
Supervisor's Comments:
8. Use of Equipment and Materials: Responsibility with tools of the job.
Meets Expectations Needs Improvement N/A
Meets Expectations:
Ø Learns the use and care of equipment/tools in a timely manner.
Ø Takes good care of equipment and uses supplies efficiently.
Ø Turns off and secures all equipment at the end of the shift.
Ø Reports problems with equipment immediately to the appropriate personnel.
Needs Improvement:
Ø Doesn't heed warning messages on equipment.
Ø Sometimes forgets to turn equipment off at the end of the day.
Ø Doesn't always get equipment serviced as recommended by the Company.
Ø Has destroyed equipment through misuse during this rating period.
Ø Wastes supplies.
Employee's Comments:
Supervisor's Comments:
9. Safety & Security: Creating and maintaining an acceptable work and play environment.
Meets Expectations Needs Improvement N/A
Meets Expectations:
Ø Reports any safety issues promptly to management.
Ø Consistently keeps work station free of safety concerns.
Ø Correctly secures work station.
Ø Consistently returns work station keys to the proper place.
Ø Demonstrates the ability to correctly assist guests and co-workers in finding first aid assistance and/or handling emergency situations.
Needs Improvement:
Ø Fails to keep work station free of safety concerns.
Ø Frequently fails to have work station secured.
Ø Fails to demonstrate a basic knowledge of how to assist guests and co-workers in finding first aid assistance and/or handling emergency situations.
Ø Is irresponsible with work station keys (loses keys; frequently fails to return keys to proper place).
Employee's Comments:
Supervisor's Comments:
10. Company Policies & Procedures: Compliance with what is asked of him/her as an employee.
Meets Expectations Needs Improvement N/A
Meets Expectations:
Ø Consistently puts time off requests in WhenToWork correctly & in a timely manner.
Ø Consistently clocks in and out correctly; or if there is an issue with the time clock, notifies the appropriate personnel immediately.
Ø Consistently follows the dress code policy.
Ø Consistently turns in Organization paperwork completed & by the due date.
Ø Consistently follows the cell phone policy.
Ø Is respectful when off the clock and on the Organization’s premises.
Needs Improvement:
Ø Fails to consistently put time off requests in WhenToWork correctly or in a timely manner.
Ø Fails to consistently clock in and out correctly; frequently has time clock corrections on correction sheet.
Ø Fails to consistently follow the dress code policy.
Ø Organization paperwork is turned in late and/or is incomplete.
Ø Does not follow the cell phone policy.
Ø Is not respectful when off the clock and on the Organization’s premise.
Employee's Comments:
Supervisor's Comments:
Supervisor's General Comments:
employee acknowledgment:
My signature means that I have been advised of my performance status and does not necessarily imply that I agree with the evaluation.
Employee Signature: ______Date: ______
Supervisor Signature: ______Date: ______
Supervisor Signature (Print):
Summary (Fill in by Supervisor):
# of Meets Expectations # of Needs Improvement
Goals (Fill in by supervisor):
Goal:
Category:
Description:
Measurement:
Goal Result:
Employee comment:
Plans for improvement:
Ø See "CCAF Employee Discipline Form".
employee acknowledgment:
I have reviewed this document and discussed the contents with my supervisor. My signature means that I have been advised of my performance status and does not necessarily imply that I agree with the evaluation.
Employee Signature: ______Date: ______
Supervisor Signature: ______Date: ______
Supervisor Signature (Print):
Procedures:
Goals (Fill in by supervisor):
Goal: Type in the Goal you would like to see the employee accomplish for the next performance review period, or next year to accomplish as they have completed a season at CCAF.
Category: Type in the Competency that the goal addresses from the Seasonal Employee Performance Review.
Description: Type in a description of how the employee would be able to accomplish the goal.
Measurement: Type in what tangible item would be used to know that the goal has been completed.
Goal Result: Type the result of the goal in the next performance review period. This section should be copied and put on the next performance review period.
Example of Goal:
Goal: New Safety Plan Implemented
Category: Safety & Security
Description: Incorporate revised company guidelines into new safety plan for Food Service area. Ensure all employees have access to a copy of the new guidelines.
Measurement: Successful completion of written plan.
Goal Result: The new development plan was not completed on time and did not address the key safety requirements that had been outlined in the corporate guidelines.
Employee comment:
This can be completed by the employee at the time the Goal is set, or when the Goal Result is completed.
Summary (Fill in by Supervisor):
# of Meets Expectations # of Needs Improvement
This section above should be completed by the management team to be used for CCAF prizes.
Plans for improvement:
Ø See "CCAF Employee Discipline Form".
When an employee receives a "Needs Improvement" for any competencies above, the supervisor needs to complete the CCAF Employee Discipline Form.
Page | 3