员工自我评价手册.doc

《员工自我评价手册.doc》由会员上传分享，免费在线阅读，更多相关内容在行业资料-天天文库。

EMPLOYEESELFEVALUATIONHANDBOOKPage15of31 TableofContentsPurposeofPerformanceEvaluations3BarrierstoEffectivePerformanceEvaluations3PerformanceEvaluationProcess3QuestionstoHelpDeveloptheSelfEvaluation4GeneralDefinitionsofPerformanceLevels5SampleEmployeeSelfEvaluationForm7GuidelinesforEmployeePerformanceEvaluation18PerformanceManagementPolicy19PerformanceEvaluationMeeting20SampleTheCompanyEmployeePerformanceEvaluation21Page15of31 PurposeofPerformanceEvaluationsWhydoPerformanceEvaluations?·Identifiesanyperformanceconcernswhichmayneedimprovement·Setsfuturegoalsandobjectives·Motivatesanddevelopsemployees·Signalstoemployeesthatyoucare·DevelopsyouasasupervisorBarrierstoEffectivePerformanceEvaluations·Evaluatingaperson’sperformancecanraiseuncomfortablefeelings·Dislike“confrontation”·Riskofoffendingtheemployee·Toobusywithotherpressingissues·Lackofconfidenceinabilitytowriteaneffectiveevaluation·Formisintimidating–takestoomuchtimetocompletePerformanceStandardsshouldbe:·Measurable–quantity,quality,timeliness·Observable–abletoseeithappenoridentifytheeffectoroutcome·Reliable–criteriahasbeenestablishedandagreedto·Achievable–theemployeemustbeabletocontroltheoutcome·Active–describestheoutcomewanted,notwhatisnotwantedPerformanceEvaluationProcessStep1ÞHumanResourcesgeneratestheEmployeePerformanceEvaluationinaccordancewiththeemployee’sprobationaryevaluationcycleornotifiestheprogramareathroughtheannualperformanceevaluationcycleprocess.Step2ÞEmployeesareencouragedtoutilizetheEmployeeSelf-Evaluationtocitespecificaccomplishmentsandprovideotherrelevantinformation.Step3ÞEachsupervisorcompletesanEmployeePerformanceEvaluationforstaffemployeeshe/shesupervisesdirectly.Step4ÞSupervisorreviewsperformanceevaluationwithareadirectororexecutivedirector.Step5ÞThesupervisorandemployeemeettodiscusstheperformanceevaluation.Priortosigningtheform,theemployeemayincludeawrittenresponse.Page15of31 Step6ÞTheEmployeePerformanceEvaluationFormisprovidedtotheemployeeforfinalreview,comment,andfinalsubmissiontotheimmediatesupervisor.Step7ÞTheEmployeePerformanceEvaluationandEmployeeSelf-EvaluationForms(ifcompleted)aresenttoHumanResourcesforprocessingandareplacedintheemployee’spermanentpersonnelfile.QuestionstoHelpDeveloptheSelfEvaluation(1)Whatportionsofyourworkdoyoufeelyoudobest?(2)Doyoufindthereisopportunityinyourworktodothethingsyoudobest?(3)Doyoufeelthatyouhaveanadequateunderstandingoftherequirementsofyourposition?Forwhichresponsibilitieswouldaclearerunderstandingbeparticularlyhelpful?(4)Whataresomeofthethingsyoulikemostaboutyourcurrentjob?(5)Lookingatyourpositionasawhole,whatwouldyousayyouhavelearnedinthepastyear?(6)Again,lookingatyourcurrentpositionasawhole,whatwouldyousayyouhavecontributedinthepastyear?(7)Arethereanyspecificareasofyourpositionforwhichyoubelieveyouneedmoreexperienceortraining?(8)Whatchangesdoyouthinkcouldbemadetohelpyoudoyourcurrentjobbetterormoreeasily?(9)Doyouhaveanyothercommentsorsuggestionsyouwanttomakeaboutyourposition?Page15of31 GeneralDefinitionsofPerformanceLevelsINEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.·Performanceisconsistentlybelowestablishedexpectations,requirements,orstandards.·Ineffectivelyappliesorlacksjobknowledge/skillstomeetstandards.·Demonstratesfailuretoinitiateimprovementtocompleteobjectives.·Deliversinaccurateandgenerallyundependableresults.·Displaysbehaviorsandactionswhicharedetrimentaltoco-workers,teamwork,and/orcustomers.·Mayalsohavepoorattendancewhichhindersworkflowandorganizationalobjectives.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.·Performancedoesnotfullymeetestablishedexpectations,requirements,orstandards.·Mayfailtopursuedevelopmentalopportunitiesand/orapplynewskillstomeetstandards.·Exhibitsdifficultyadjustingtochangingsituationsorworkassignments.·Maynotexhibitproactiveproblem-solvingtoimproveand/oradjustworkprocesses.·Performsinconsistently,possiblyleadingtosomeinaccurate,untimely,and/orundependableresults.·Attimes,displaysactionswhicharedetrimentaltocustomerservicerelationships.Maybehaveinamannerwhichisdetrimentaltotheworkgroup.·Maydisplayirregularattendancethatimpactsworkflowandorganizationalneeds.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.·Performanceconsistentlymeetsestablishedexpectations,requirements,orstandards.·Effectivelyappliesandpursuesopportunitiestoincreasejobknowledge/skillstocompleteobjectives.·Readilyadjuststochangingsituationsandworkassignments.·Demonstratesproactiveproblem-solvingtoimproveand/oradjustworkprocesses.·Producesresultsdependably,timely,andaccurately.·Effectivelymeetstheneedsofcustomerservicesrelationships.Exhibitsexpectedworkplacecourtesyandrespect.·Workbehaviorspositivelyinfluencesworkgroup.·Displaysregularattendancetomeetorganizationalneeds.Page15of31 EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.·Performancefrequentlyexceedsestablishedstandards,expectations,andrequirements.·Customarilyincreasesjobknowledge/skillstoaccomplishgoals;oftenseeks,acceptsandachievesnoteworthysuccessonadditionalresponsibilities.·Activelysupportsandembraceschangingsituationsandadditionalworkassignments.·Regularlydevelopsapproachesandimplementssolutionstoprojects/problems.·Producessuperiorworkqualityandproductivitybeyondstandards.·Regularlyseeks/implementsimprovementsincustomerservicerelationships.Stronglyexhibitspositiveworkbehaviorwhichpromotesandinfluencescooperationfromothers.·Oftendemonstratesflexibilitytomeetingorganizationalneeds.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.·Performanceconsistentlysurpassesestablishedperformancestandardsorexpectations.·Continuallyappliesever-increasingjobknowledgeandskillstoaddresschallengesand/orleadnewinitiatives.·Anticipatesandproactivelyrespondstochangingsituationsandadditionalworkassignments.Encouragesinothersasupportiveresponsetochange.·Contributessignificantlytotheorganization’ssuccesswellbeyondjobrequirements.·Routinelyseeks,accepts,andachievesextraordinarysuccessonadditionalresponsibilities.·Contributesandleadsinnovative,workablesolutionstoprojects/problems.Accomplisheshighworkqualityandproductivity,evenamidstobstacles.·Demonstratesconstantcommitmenttocontinuousimprovementincustomerservice.Exhibitsleadershipbehaviorwhichenhancesworkgroupperformance.·Offersandapplieshighflexibilityanddedicationtomeetorganizationalgoals.Page15of31 SampleEmployeeSelfEvaluationFormONEEXAMPLEOFEMPLOYEESELFEVALUATIONThepurposeoftheonecompanyEmployeePerformanceEvaluationistoassistintheprofessionaldevelopmentofonecompany’semployees,enhancecommunicationbetweensupervisorandemployee,recognizeareasofstrength,andsuggestareasforimprovement.(RefertoPerformanceManagementinthePersonnelPolicyManual)Page15of31EmployeeNameJobTitleEvaluatorNameJobTitleEvaluationPeriod:7/1/00to6/30/01Instructions:ONECOMPANY’sEmployeePerformanceEvaluationincludeseightratedperformancefactors.Eachofthesefactorsconsistsoffivedescriptivephasesindicatingvaryinglevelsofperformance.Evaluateeachfactorrelatedtoyourposition.Pleasekeepinmindthatthedescriptionsundereachfactorarenotallinclusiveandallitemsmaynotberelevanttoyourposition.Theratingswhichcloselyreflectyourperformanceshouldbenoted.Tosupporttheperformanceratings,youmustprovidespecificexamplesofeachperformancebehaviorPage15of31 includingareasofstrengthsandareasthatneedimprovement.Theratingsarebasedonyourjobresponsibilities,goals,andstandardsestablishedatthebeginningoftheratingperiod.Page15of31 Pleaserateusingthefollowing:JobKnowledge-understandingofjobdutiesandresponsibilities;havingnecessaryjobskillsandknowledge;understanding/promotingcompanymissionsandvalues;keepingcurrentwithnewdevelopmentsandexistingpoliciesandprocedures;etc.DefinitionofRatings:EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples:Page15of31Page15of31 QualityofWork-abilitytoprovideneat,accurate,andthoroughqualitywork;accuracyandattentiontodetail;commitmenttoqualitystandards;makingcontinuousimprovements;monitoringqualitylevels;developsandimplementseffectivesolutions;effectiveness,completeness,andadherencetosafetypolicies;etc.DefinitionofRatings:EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples:Page15of31Page15of31 Productivity-managingworkload;managingpriorities;developingworkprocedures;timemanagement;meetingdeadlines;etc.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples:Page15of31 WorkingRelationships-respondingtointernalandexternalcustomers;workingonteamprojectsexchangingideasandopinions;conflictresolutionworkingwithothers;flexibilityandopen-mindedness;promotingmutualrespect;networkingandbuildingrelationships;ensuringandprovidingcustomersatisfaction,meetingcommitmentstocustomers;etc.Effectivelyrepresentsstudentsonissuesinvolvingcampuslife,makingcertainthatthevoiceofthestudentisheardandrecognizedbyCalPolyandtheCommunity.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples:Page15of31 Initiative/Innovation-tacklingproblems;takingindependentaction;seekingoutnewresponsibilities;recognizingandactingonopportunities;generatingnewideas;selfdevelopment;creativeproblemsolving;adaptingtochange;etc.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples:Page15of31 Communication-verbalandwrittencommunication;producingaccurateandpunctualreports;deliveringpresentations;sharinginformationwithothers;listeningskills;etc.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples:Page15of31 Page15of31Dependability-workingindependently;meetingcommitmentsandworkstandards;acceptingaccountability;handlingchange;stayingfocusedunderpressure;meetingattendancerequirements;meetingdeadlines;etc.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples: Management-establishingafocusanddirection;implementingcompanypoliciesandprocedures;conflictresolution;establishingclearperformancestandards;resolvingperformanceproblems;providingfeedbackandcoaching;definingrolesandresponsibilities;delegatingresponsibility;collaborativemanagement;creatingaccuratebudgets;meetingbudgetgoals;makingthoughtfulandsystematicdecisions;etc.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples: GoalsUsethespacebelowtolistgoalsfrompreviousreviewanddescribehowemployeehas/hasnotmetthesegoals(attachadditionalsheetsifneeded).Completed1.2.3.4.5.6.InProgress1.2.3.4.5.6.Incomplete1.2.3.4.5.6.PerformancegoalsfornextyearwillbeestablishedduringtheLong-TermPlanningprocessandforwardedtoHumanResourceswhencompleted. OverallPerformanceBasedontheaboveratingsandtheirimportancetotheposition,pleaseratetheemployee’soverallperformance.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.CheckOne12345Areasofstrength:Areasforimprovement:_______________________________EmployeeSignatureDate GuidelinesforEmployeePerformanceEvaluationTheEmployeePerformanceEvaluationprovidesadirectlinkbetweentheevaluativecriteriaandassignedjobfunctionsasdescribedontheemployee’sPositionDescription.Supervisorsmustratedemonstratedperformanceforeachjobfunctionbasedonallapplicablefactorssuchas:jobknowledge;qualityofwork;productivity;workingrelationships;initiative/innovation;communication;dependability;management;andanyotherfactorsthatmayimpactjobperformance.Theperformanceevaluationformprovidesspacefornarrativecommentbythesupervisoronperformanceofjobfunction.AnEmployeeSelf-Evaluationisalsoavailableforuseintheevaluationprocess.EmployeesareencouragedtoutilizetheSelf-EvaluationFormtoidentifyspecificaccomplishmentsduringtheratingperiod.Foremployeeswithleadorsupervisoryresponsibilities,theEmployeePerformanceEvaluationidentifiesadditionalevaluationfactorsincludingpromotingasafeworkenvironment,demonstratedcommitmenttoequalemploymentopportunityanddiversity,andcreationofaclimatepromotingcustomerservice,collaborationandteamwork.Foreaseofuse,theEmployeeSelf-EvalautionformsareavailableusingMicrosoftWordandcanbeaccessedontheWebatthefollowinglocation:CopiesoftheformscanalsobeobtainedbycontactingHumanResourcesatext.6-5800.PerformanceManagementPolicyAnemployeeevaluationprogramhasbeendevelopedtoimproveemployeeperformance,toimprovesupervisor/employeerelationshipsandtoestablishclearlyunderstooddutiesandresponsibilitiesexpectedofeachemployeebaseduponagreed/establishedperformancestandardsandgoals.Itistheresponsibilityofeachsupervisortoassurethatallperformanceevaluationsarecompletedinatimelyfashionandinfullrecognitionoftheirimportancetoboththeemployeeandemployer.NeworTransferringEmployeesPerformanceevaluationsarerequiredatsix(6)monthsfornewandtransferringemployees.AnnualPerformanceEvaluationForallotheremployees,performanceevaluationswillbeconductedannuallyusuallyattheendofthefiscalyear.Thefollowingproceduresshallbefollowed:§Employeesandsupervisorswillsetgoalsandstandardsfortheupcomingyear.GoalsandstandardsshallreflecttheoverallgoalsofONECOMPANY.§Employeesandsupervisorswillmeetforamid-yearupdateonprogresstowardsgoals.Goalsshouldbemodifiedasneeded.§Inputwillbesolicitedfromotheremployeesandstudentswhocanattesttotheemployee’sperformance.Blankreviewformsaredistributedto5-10individuals(5maximumfornon-administrativestaffand10maximumforadministrativestaff)selectedbytheemployee.Selectednamesshouldincludesubordinates, colleagues,andstudentswhoarefamiliarwiththeemployee’sworkandcancommentappropriately.Thecompletedreviewsarethensubmittedtotheimmediatesupervisordirectlytoensureconfidentiality.TheHumanResourcedepartmentwillfacilitatethisprocess.SolicitationforinputisconductedannuallyforallstaffwiththeexceptionoftheExecutiveDirectorandAssociateExecutiveDirector.TheExecutiveDirectorandAssociateExecutiveDirectorshallfollowtheperformanceevaluationprocessasoutlinedbytheircontract.·Acompletedself-evaluationisforwardedtotheimmediatesupervisor.·Afinalperformanceevaluationiswrittenwithconsiderationforinputfromstudents,colleagues,andsubordinatesandself-evaluation,alongwiththegoalsandstandardssetatthebeginningoftheevaluationyear.·Thefinalperformanceevaluationwillbediscussedbetweenthesupervisorandemployee;appropriatesignaturesandcommentswillbereceived.·CompletedperformanceevaluationshallbeforwardedtoHumanResourcesdesigneetobeplacedintheemployee’spersonnelfile.SpecialEvaluationsAsupervisororemployeemayrequestaperformanceevaluationatanytimeoronas-neededbasis.Appropriatejustificationforarequestbyanemployeemusthavetheconcurrenceoftheaffectedsupervisor.PerformanceEvaluationMeetingTheperformanceevaluationmeetingisacriticalcomponentoftheevaluativeprocess.Themeetingprovidesthesupervisorandemployeewithanopportunitytoengageinanopenandconstructivediscussionregardingtheemployee’sjobperformance,accomplishments,areasofneededimprovement,traininganddevelopment,andfutureperformancegoalsandexpectations.Duringthemeeting,thesupervisorshouldsolicittheemployee’scommentsandsuggestionsandcreateanatmosphereinwhichtheemployeeisencouragedtospeakcandidlyandreplytocriticismsorsuggestionsofferedbythesupervisor. SampleOneCompanyEmployeePerformanceEvaluationONECOMPANYEMPLOYEEPERFORMANCEEVALUATIONThepurposeofthecompanyEmployeePerformanceEvaluationistoassistintheprofessionaldevelopmentofthecompany’semployees,enhancecommunicationbetweensupervisorandemployee,recognizeareasofstrength,andsuggestareasforimprovement.(RefertoPerformanceManagementinthePersonnelPolicyManual)________________________________________________________________EmployeeNameEvaluatorName______________________________________________________JobTitleJobTitleEvaluationPeriod:7/1/00to6/30/01Instructions:Thecompany’sEmployeePerformanceEvaluationincludeseightratedperformancefactors.Eachofthesefactorsconsistsoffivedescriptivephasesindicatingvaryinglevelsofperformance.Evaluateeachemployeeonthosefactorsrelatedtohis/herposition.Pleasekeepinmindthatthedescriptionsundereachfactorarenotallinclusiveandallitemsmaynotberelevanttoeachemployee’sposition.Theratingswhichcloselyreflecttheemployee’sperformanceshouldbenoted.Tosupporttheperformanceratings,thesupervisormustprovidespecificexamplesofeachperformancebehaviorincludingareasofstrengthsandareasthatneedimprovement.Theratingsarebasedontheemployee’sjobresponsibilitiesandgoalssetatthebeginningoftheratingperiod. Pleaserateusingthefollowing:JobKnowledge-understandingofjobdutiesandresponsibilities;havingnecessaryjobskillsandknowledge;understanding/promotingcompanymissionsandvalues;keepingcurrentwithnewdevelopmentsandexistingpoliciesandprocedures;etc.DefinitionofRatings:EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples: QualityofWork-abilitytoprovideneat,accurate,andthoroughqualitywork;accuracyandattentiontodetail;commitmenttoqualitystandards;makingcontinuousimprovements;monitoringqualitylevels;developsandimplementseffectivesolutions;effectiveness,completeness,andadherencetosafetypolicies;etc.DefinitionofRatings:EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples: Productivity-managingworkload;managingpriorities;developingworkprocedures;timemanagement;meetingdeadlines;etc.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples: WorkingRelationships-respondingtointernalandexternalcustomers;workingonteamprojectsexchangingideasandopinions;conflictresolutionworkingwithothers;flexibilityandopen-mindedness;promotingmutualrespect;networkingandbuildingrelationships;ensuringandprovidingcustomersatisfaction,meetingcommitmentstocustomers;etc.Effectivelyrepresentsstudentsonissuesinvolvingcampuslife,makingcertainthatthevoiceofthestudentisheardandrecognizedbyCalPolyandtheCommunity.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples:_______________________________________________________________ Initiative/Innovation-tacklingproblems;takingindependentaction;seekingoutnewresponsibilities;recognizingandactingonopportunities;generatingnewideas;selfdevelopment;creativeproblemsolving;adaptingtochange;etc.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples: Communication-verbalandwrittencommunication;producingaccurateandpunctualreports;deliveringpresentations;sharinginformationwithothers;listeningskills;etc.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples: 让客户在人力资源上每次都提升一步电话0579–85129191传真0579–85123938上海杭州苏州义乌宁波温州台州慈溪永康Dependability-workingindependently;meetingcommitmentsandworkstandards;acceptingaccountability;handlingchange;stayingfocusedunderpressure;meetingattendancerequirements;meetingdeadlines;etc.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples:恒信人才编辑部周国伟浙江省义乌市江滨西路239号2层 让客户在人力资源上每次都提升一步电话0579–85129191传真0579–85123938上海杭州苏州义乌宁波温州台州慈溪永康Management-establishingafocusanddirection;implementingcompanypoliciesandprocedures;conflictresolution;establishingclearperformancestandards;resolvingperformanceproblems;providingfeedbackandcoaching;definingrolesandresponsibilities;delegatingresponsibility;collaborativemanagement;creatingaccuratebudgets;meetingbudgetgoals;makingthoughtfulandsystematicdecisions;etc.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.N/A:NotapplicableornoopportunitytoobserveCheckOneN/A12345Pleasesupportyourratinginthenarrativesectionbelowusingspecificexamples:恒信人才编辑部周国伟浙江省义乌市江滨西路239号2层 让客户在人力资源上每次都提升一步电话0579–85129191传真0579–85123938上海杭州苏州义乌宁波温州台州慈溪永康GoalsUsethespacebelowtolistgoalsfrompreviousreviewanddescribehowemployeehas/hasnotmetthesegoals(attachadditionalsheetsifneeded).Completed1.2.3.4.5.6.InProgress1.2.3.4.5.6.Incomplete1.2.3.4.5.6.PerformancegoalsfornextyearwillbeestablishedduringtheLong-TermPlanningprocessandforwardedtoHumanResourceswhencompleted.恒信人才编辑部周国伟浙江省义乌市江滨西路239号2层 让客户在人力资源上每次都提升一步电话0579–85129191传真0579–85123938上海杭州苏州义乌宁波温州台州慈溪永康OverallPerformanceBasedontheaboveratingsandtheirimportancetotheposition,pleaseratetheemployee’soverallperformance.EXTREMELYEFFECTIVE(5):Performancethatisextremelyeffectiveintheexpectationsoftheposition.Theirperformanceresultsinextraordinaryachievements,withsignificantcontributionstoobjectivesoftheorganization.EFFECTIVE(4):Consistentlygeneratesresultsabovethoseexpectedoftheposition.Contributesinasuperiormannertoinnovationsbothtechnicalandfunctional.MODERATELYEFFECTIVE(3):Moderatelyeffectiveinfulfillingallpositionrequirementsandmayonoccasiongenerateresultsabovethoseexpectedoftheposition.INCONSISTENT(2):Performancesometimesmeetspositionrequirements.Seldomexceedsandoftenfallsshortofdesiredresults.INEFFECTIVE(1):Consistentlyfallsshortofperformancestandards.Situationrequiresimmediatereviewandaction.CheckOne12345Areasofstrength:Areasforimprovement:______________________________________________EvaluatorSignatureDate________________________________________________________________EmployeeSignatureDate恒信人才编辑部周国伟浙江省义乌市江滨西路239号2层