Performance Evaluation

Topics: Sales, Goal, Customer service Pages: 6 (695 words) Published: April 6, 2009
InterClean Performance Evaluation

Vicskeyas Moore

University of Phoenix

This is the InterClean performance evaluation in which not only management will measure the performance of the employee, but the employee will give their input on where they think they are in the areas of position responsibilities, job knowledge, overall strength of employees in current positions, initiative and innovation, quality and accuracy of work, dependability, productivity, etc. As for the employees that we acquire from Enviro Tech for this department, we will evaluate their past reviews accordingly. The employees and management will be given a one month deadline to have their portion of this evaluation completed. At that point a meeting should be set up with the manager and sales representative to evaluate the sales rep’s performance. During this process, each will discuss each area and bring their measurements to the table. After bringing this information forward, the will come to an agreement for the final submission of the performance evaluation. Also attached is a goals and objectives form for the sales rep and sales manager to agree upon for the next year. The main reason for this portion of the process is so that the goals of the sales team can be discussed and everyone on the sales team can be on one accord. This is also for accountability, so that everyone cannot say that they were not aware of the departmental goals. Personal goals are also encouraged during this process. These personal goals can be anything to help the employee do a better job, for example an employee may feel that he needs better organizational skills or better communication skills. They must provide a plan that will help them reach their goal successfully.

Hopefully this process is more convenient and a successful one.

InterClean Performance Evaluation

NAMEDATE EMPLOYED

(YOUR name here)(first day of employment)

JOB TITLEPERIOD COVERED

(Sales representative)(Time Frame Evaluation is covering)

DEPARTMENTDATE OF LAST EVALUATION

(sales)(Date here)

REPORTS TO

(manager/supervisor)

POSITION RESPONSIBILITIES '' Based on objectives and responsibilities detailed in the job description.

OVERALL STRENGTHS OF EMPLOYEE IN PRESENT POSITION '' Describe the major strengths possessed by the employee.

JOB KNOWLEDGE '' Possesses and applies technical/functional expertise, skills, and experience to perform present job duties.

INITIATIVE AND INNOVATION '' Originates and develops constructive and innovative ideas. Takes steps to accomplish objectives. Actively seeks new assignments.

QUALITY & ACCURACY OF WORK '' Ability to put forth consistent, thorough, error-free work. If applicable, consistently follows SOP guidelines specific to his/her function.

DEPENDABILITY & PRODUCTIVITY '' Can be relied upon to keep commitments. Produces work at levels that are within acceptable/standard volume expectations. Can be counted on to follow up on commitments and responsibilities. Meets deadlines.

VERSATILITY/ADAPTABILITY/FLEXIBILITY '' Ability to grasp new ideas, master new work, remember instructions, and adjust to job changes. Shows interest in work as evidenced by the spirit in which it is done.

ATTENDANCE/PUNCTUALITY '' Meets company expectations with respect to attendance and punctuality.

CUSTOMER & INTERPERSONAL RELATIONS '' Effectiveness in relating in an appropriate and effective manner to individuals at all levels of the organization, customers, vendors, and other external contacts.

COMPLIANCE '' Actively supports the legal and regulatory policies of the organization, including safety and environmental concerns. Adheres to the Thomas & Betts Code of Conduct.

GOALS & OBJECTIVES ACHIEVED '' Comment briefly on the goals and objectives achieved for this performance review period.

OVERALL RATING '' Specify the overall rating of this individual. In so doing,...
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