90-Day Performance Appraisal Form




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90-Day Performance Appraisal Form
This appraisal provides a written record of the employee’s 90-day probationary period. Supervisors are expected to be accurate and candid in their evaluation of employees. This appraisal will become part of the employee’s permanent personnel file.


EMPLOYEE ID #:

Employee


Job Title


Department/Office


Supervisor


Appraisal Period


Date of Appraisal



Performance Rating Scale:
5 - Outstanding: Work performance is consistently superior to job expectations.

4 - Exceeds expectations: Work performance is consistently above job expectations.

3 - Meets expectations: Work performance consistently meets job expectations.

2 – Partially meets expectations: Work performance meets some, but not all, job expectations.

1 – Unsatisfactory: Work performance is inadequate and inferior to job expectations.

Performance at this level cannot be allowed to continue.



N/A – Not applicable: Not relevant to the job.
Performance Factors:

Quality of work: Demonstrates accuracy, thoroughness and effectiveness


Rating





Flexibility: Performs well under pressure; adaptable; welcomes change as an opportunity


Rating





Initiative: Sets own constructive work practices; recommends new procedures; seeks creative solutions to obstacles or problems


Rating





Dependability: Completes work in a timely manner and meets deadlines; follows through on plans and assignments


Rating





Interpersonal Relations: Is cooperative, considerate and tactful in dealing with supervisors, subordinates, peers, faculty, students and others


Rating





Organization: Work is well conceived, analyzed and carried out systematically


Rating





Communication Abilities: Expresses thoughts clearly and concisely, both orally and in writing


Rating





Embraces Diversity: Fosters an inclusive workplace where diversity and individual differences are valued



Rating





Facing Issues: Handles issues and seeks to resolve them by constructive action at his or her own level


Rating





Utilization of Resources: Utilizes funds, staff and/or equipment economically and effectively


Rating





Judgment: Exercises sound judgment; demonstrates awareness of work-related considerations in decision-making


Rating





Growth and Development: Attempts to improve competencies in job-related areas; seeks opportunities to develop professionally


Rating



Section VI: Goal Setting Worksheet (To be discussed and agreed upon by employee and supervisor.)
Goal Setting: List goals for the coming year that will support unit objectives and enhance job performance. We recommend using the S.M.A.R.T. criteria for setting effective goals:

  • Specific – Helps staff member to understand exactly what is expected.

  • Measurable – Measurements help staff member and supervisor understand when the expectation has been achieved.

  • Achievable – Expectations should focus on end results.

  • Results-Oriented – Expectations should be realistic.

  • Time--Specific – Deadlines should be identified where applicable.




Goal I:


Goal II:


Goal III:


Goal IV:


Goal V:





Employee Comments:




Supervisor Comments:


Signatures:


Supervisor: Sign and give form to reviewer.

Date:



Employee: Sign and return form to your supervisor within 48 hours of its receipt.


Date:


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