JOB PERFORMANCE EVALUATION FORM
PERFORMANCE PLANNING AND RESULTS
• Use a current job description (job descriptions are available on the HR web page).
• Rate the person's level of performance, using the definitions below.
• Review with employee each performance factor used to evaluate his/her work performance.
• Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations, and “Unsatisfactory”)
Performance is consistently superior
Performance is routinely above job requirements
Performance is regularly competent and dependable
Performance fails to meet job requirements on a frequent basis
Performance is consistently unacceptable
Performance Factors (use job description as basis of this evaluation).
|Administration - Measures effectiveness in planning, organizing and efficiently handling |Outstanding | | |activities and eliminating unnecessary activities | | | | |Exceeds Expectations | | | |Meets Expectations | | | |Below Expectations | | | |Unsatisfactory | | | |NA | | |Knowledge of Work - Consider employee's skill level, knowledge and understanding of all |Outstanding | | |phases of the job and those requiring improved skills and/or experience. | | | | |Exceeds Expectations | | | |Meets Expectations | | | |Below Expectations | | | |Unsatisfactory | | | |NA | | |Communication - Measures effectiveness in listening to others, expressing ideas, both |Outstanding | | |orally and in writing and providing relevant and timely information to management, | | | |co-workers, subordinates and customers. | | | | |Exceeds Expectations | | | |Meets Expectations | | | |Below Expectations | | |...
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