Evaluation Template #1 (QBP’s Evaluation Content)
1. Coachable
Welcomes critical feedback and takes action on it. Seeks out new information - is highly curious. Is aware
of and in control of self in all situations. In the moment, reads situations and people well. Makes changes
to approach, response, or actions based on feedback and awareness.
Employee Rating and Comments:
Supervisor Rating and Comments:
2. Gives effective feedback
Is trusted by others to be candid and speak personal truth for both positive and critical feedback. Seeks
and engages in conversation with those he/she has frustrations. Gives feedback in a compassionate,
non-personal way. Gets positive results, response, and/or change from the feedback delivered.
Employee Rating and Comments:
Supervisor Rating and Comments:
3. Serves others
Focuses on serving QBP’s customers, external and/or internal. Handles conflict effectively, seeks mutual
win, and even win-win-win! Develops and maintains effective partnerships and relationships.
Communicates and models service orientation/intent to others. Seeks "what’s best for QBP" in all
decisions and actions.
Employee Rating and Comments:
Supervisor Rating and Comments:
4. Innovative, creative, and always striving for improvement
Adds new elements and ways of working as a general "way of being." Sees or seeks out improvement
ideas and takes action on them. Is sought out by others as an "idea person." Is sought out by others as a
"how-to-implement-good-ideas" person. Works effectively with both large-scale and small-incremental
change.
Employee Rating and Comments:
Supervisor Rating and Comments:
5. Work reputation
Demonstrates a positive attitude through words and actions. Takes personal responsibility and
accountability and owns personal results. Demonstrates a great work ethic - works hard when on the
clock IS a character – brings uniqueness and personal passion, and enriches QBP. Behaves with integrity
- words and actions match each other exactly.
Employee Rating and Comments:
Supervisor Rating and Comments:
6. Main Thing 1: please declare your main thing 1 in comments
Gets great work results: Is highly productive and produces high quality, highly accurate results.
Understands priorities and accomplishes work based on these. Takes action quickly and gets work done.
Understands desired outcome and takes action with the end in mind. If you are unsure of what your Main
thing 1 is, please speak with your supervisor before completing this competency.
Employee Rating and Comments:
Supervisor Rating and Comments:
7. Main Thing 2: please declare your main thing 2 in comments
Gets great work results: Is highly productive and produces high quality, highly accurate results.
Understands priorities and accomplishes work based on these. Takes action quickly and gets work done.
Understands desired outcome and takes action with the end in mind. If you are unsure of what your Main
thing 2 is, please speak with your supervisor before completing this competency.
Employee Rating and Comments:
Supervisor Rating and Comments:
8. Main Thing 3: please declare your main thing 3 in comments
Gets great work results: Is highly productive and produces high quality, highly accurate results.
Understands priorities and accomplishes work based on these. Takes action quickly and gets work done.
Understands desired outcome and takes action with the end in mind. If you are unsure of what your Main
thing 3 is, please speak with your supervisor before completing this competency.
Employee Rating and Comments:
Supervisor Rating and Comments:
9. Overall Rating and Summary
Recap key accomplishments and development areas.
Employee Overall Rating and Comments:
Supervisor Overall Rating and Comments:
10. Development Planning
Outline the areas that have been challenges or development areas that need to be addressed.
Employee Goals:
Supervisor Goals:
Acknowledgement:
I have received this document. My signature indicates that I have been advised of my performance
status.
Employee Signature:
Date:
Employee final comments:
I have reviewed this document with my employee.
Supervisor Signature:
Date:
Supervisor Final Comments:
Evaluation Template #2
Employee
Title
Department
Review Period
Job Responsibilities
Please briefly describe.
Accomplishments
Please list this individual's top three accomplishments this year.
1.
2.
3.
Strengths
Please list this individual's top three strengths, and after each, give a specific example
of an instance where this strength was exemplified.
1.
2.
3.
Opportunities for Improvement
Please list three areas where this individual could improve and develop performance.
1.
2.
3.
Company Values
Please review the company values. Indicate how well this employee has been exhibiting the
values and provide comment and/or examples.
Team Values:
Comments/Examples:
- respect each other and honor
diversity;
- be straightforward and direct
when dealing with each other, our
customers and vendors;
- balance our work and personal
lives.
Our Customers are Our
Partners:
- create solutions that add value to
their business;
- deliver quality products by doing
quality work.
Balanced Risk-Taking:
- taking informed risks, balanced by
the values of the team;
- being nimble and innovative no
matter how large we grow.
Results Orientation:
- maximize sustainable profitability
for shareholders;
- honor commitments to each other
and our customers.
Goals/Objectives for the coming year
Overall Performance Rating
[] Outstanding - Performance consistently far exceeds job requirements.
[] Exceeds Expectations - Performance consistently meets and frequently exceeds job
requirements.
[] Successful - Performance fully meets job requirements.
[] Needs Improvement - Performance meets some, but not all, job requirements.
[] Unsatisfactory - Performance is below job requirements.
Comments
Employee Signature
Date
Note: this signature only indicates receipt of the review; not agreement
Manager Signature
Date
Up-One-Level Signature
Date
Evaluation Template #3
APPRAISAL PERIOD: ________ to ________ DATE: __________
NAME: ____________________________ DEPT: _______________
TITLE: ______________________________
HIRE DATE: __________ DATE STARTED IN POSITION: __________
INSTRUCTIONS
In completing this appraisal, the following sequence should be followed:
1.
2.
3.
4.
5.
6.
7.
8.
Review the attached Job Description. Notify Human Resources of any
changes/additions to the Job Description.
Complete page one and two by circling the appropriate numerical value
To determine the overall performance ranking (simple average) on page three: add
the numerical values together and divide by eight. Note: If the employee has
supervisory responsibilities, then the complete the supervisory section as well. The
divisor will then be eleven.
Obtain the signature of your manager (Secondary Reviewer).
Complete the Employee Action Record if appropriate for salary change
recommendations or job title changes.
Submit the Performance Review & Employee Action Record to Human Resources
for approval signatures.
Upon receipt of approval signatures, the appraisal will be returned for discussion
with the employee. The current Job Description will also be included. Have the
employee sign and date the Job Description.
Once you discuss the appraisal with the employee and obtain their signature, return
the Performance Appraisal to Human Resources for permanent filing.
JOB KNOWLEDGE
Knowledge of products, policies and procedures; OR knowledge of
techniques, skills, equipment, procedures, and materials.
_____ Expert in job, has thorough grasp of all phases of job.
_____ Very well informed, seldom requires assistance and instruction.
_____ Satisfactory job knowledge, understands and performs most
phases of job well, occasionally requires assistance or
instruction.
_____ Limited knowledge of job, further training required, frequently
requires assistance or instruction.
_____ Lacks knowledge to perform job properly.
9
8-7
6-54
3-2
1
QUALITY OF WORK
Freedom from errors and mistakes. Accuracy, quality of work in general.
_____
_____
_____
_____
Highest quality possible, final job virtually perfect.
Quality above average with very few errors and mistakes.
Quality very satisfactory, usually produces error free work.
Room for improvement, frequent errors, work requires
checking & re-doing.
_____ Excessive errors and mistakes, very poor quality.
9
8-7
6-54
3-2
1
QUANTITY OF WORK
Work output of the employee.
_____ High volume producer, always does more than is expected or
required.
_____ Produces more than most, above average.
_____ Handles a satisfactory volume of work, occasionally does more
than is required.
_____ Barely acceptable, low output, below average.
_____ Extremely low output, not acceptable.
9
8-7
6-54
3-2
1
RELIABILITY
The extent to which the employee can be depended upon to be available for
work, do it properly, and complete it on time. The degree to which the
employee is reliable, trustworthy, and persistent.
_____ Highly persistent, always gets the job done on time.
_____ Very reliable, above average, usually persists in spite of
difficulties.
_____ Usually gets the job done on time, works well under pressure.
_____ Sometimes unreliable, will avoid responsibility, satisfied to do
the bare minimum.
_____ Usually unreliable, does not accept responsibility, gives up
easily.
9
8-7
6-54
3-2
1
INITIATIVE AND CREATIVITY
The ability to plan work and to go ahead with a task without being told every
detail, and the ability to make constructive suggestions.
_____ Displays unusual drive and perseverance, anticipates needed
actions, frequently suggests better ways of doing things.
_____ A self starter, proceeds on own with little or no direction,
progressive, makes some suggestions for improvement.
_____ Very good performance, shows initiative in completing tasks.
_____ Does not proceed on own, waits for direction, routine worker.
_____ Lacks initiative, less than satisfactory performance.
9
8-7
6-54
3-2
1
JUDGEMENT
The extent to which the employee makes decisions which are sound. Ability
to base decisions on fact rather than emotion.
_____ Uses exceptionally good judgment when analyzing facts and
solving problems.
_____ Above average judgment, thinking is very mature and sound.
_____ Handles most situations very well and makes sound decisions
under normal circumstances.
_____ Uses questionable judgment at times, room for improvement.
_____ Uses poor judgment when dealing with people and situations.
9
8-7
6-54
3-2
1
COOPERATION
Willingness to work harmoniously with others in getting a job done.
Readiness to respond positively to instructions and procedures.
_____ Extremely cooperative, stimulates teamwork and good attitude
in others.
_____ Goes out of the way to cooperate and get along.
_____ Cooperative, gets along well with others.
_____ Indifferent, makes little effort to cooperate or is disruptive to
the overall group or department.
_____ Negative and hard to get along with.
9
8-7
6-54
3-2
1
ATTENDANCE
Faithfulness in coming to work daily and conforming to scheduled work
hours.
_____ Always regular and prompt, perfect attendance , absent only
in rare emergency.
_____ Very prompt and regular in attendance, above average, preplanned absences.
_____ Usually present and on time, normally pre-planned absences.
_____ Lax in attendance and/or reporting on time, improvement
needed to meet required standards.
_____ Often absent without sufficient reason and/or frequently reports
to work late or leaves early.
9
8-7
6-54
3-2
1
COMPLETE THIS SECTION FOR SUPERVISORY PERSONNEL
ONLY
PLANNING AND ORGANIZING
The ability to analyze work, set goals, develop plans of action, utilize time.
Consider amount of supervision required and extent to which you can trust
employee to carry out assignments conscientiously.
_____ Exceptionally good planning and organizing skills.
Conscientious.
_____ Above average planning and organizing. Usually carries out
assignments conscientiously.
_____ Average planning and organizing. Occasionally requires
assistance.
_____ Room for improvement. Frequently requires assistance.
_____ Unacceptable planning and organizing skills.
9
8-7
6-54
3-2
1
DIRECTING AND CONTROLLING
The ability to create a motivating climate, achieve teamwork, train and
develop, measure work in progress, take corrective action.
_____
_____
_____
_____
_____
Exceptional leader, others look up to this employee.
Above average. Usually, but not always motivational.
Average. Sometimes needs to be reminded of leadership role.
Needs to improve motivational and teamwork skills.
Unacceptable directing and controlling skills.
9
8-7
6-54
3-2
1
DECISION MAKING
The ability to make decisions and the quality and timeliness of those
decisions.
_____ Exceptional decision making abilities. Decisions are made in a
timely manner.
_____ Above average decision making abilities. Usually makes sound
and timely decisions.
_____ Average. Sometimes requires assistance in making decisions.
_____ Needs to improve decision making and/or timeliness of
decisions.
_____ Unacceptable decisions and/or timeliness.
9
8-7
6-54
3-2
1
PERFORMANCE LEVELS
DISTINGUISHED (9)
Truly outstanding performance that results in extraordinary and exceptional
accomplishments with significant contributions to objectives of the department, division,
group or company.
COMMENDABLE (8-7)
Consistently generates results above those expected of the position. Contributes in a
superior manner to innovations both technical and functional.
FULLY SATISFACTORY (6-5-4)
Good performance with incumbent fulfilling all position requirements and may on occasion
generate results above those expected of the position.
NEEDS IMPROVEMENT (3-2)
Performance leaves room for improvement. This performance level may be the result of
new or inexperienced incumbent on the job or an incumbent not responding favorably to
instruction.
MARGINAL (1)
Lowest performance level which is clearly less than acceptable, and which is obviously well
below minimum position requirements. Situation requires immediate review and action.
Possible separation or reassignment is in order without significant and immediate
performance improvement.
MANAGERIAL COMMENTS
Noteworthy strong areas of present performance:
_____________________________________________________________
_____________________________________________________________
Areas requiring improvement in job performance:
_____________________________________________________________
_____________________________________________________________
What has the employee done to improve performance from the previous review?:
_____________________________________________________________
_____________________________________________________________
Developmental Plans:
_____________________________________________________________
_____________________________________________________________
To what extent have previous plans been carried out?
_____________________________________________________________
_____________________________________________________________
Overall Performance Rating (cumulative): _____
Divided by 8 (or 11): _____
Circle one category below:
1
2-3
4-5-6
Marginal
Needs
Improvement
7-8
9
Fully
Commendable Distinguished
Satisfactory
* Manager must submit to the Department Head and Human Resources, prior to the
performance discussion with the employee, a detailed plan to address "marginal/needs
improvement" performers.
EMPLOYEE COMMENTS:
_____________________________________________________________
_____________________________________________________________
SIGNATURES: Signatures acknowledge that this form was discussed and reviewed.
__________________
Employee
Date: _________
Prepared by:
Approved by:
__________________
Supervisor
Date: _________
__________________
Next Mgmt. Level
Date: _________
Evaluation Template #4
Name _________________________ Job Title ____________________
Manager _________________________ Department _______________
Review Period From _______________ To _______________
Purpose of Review:
___ Introductory ___ Annual Performance ___ Other _______________
Score the performance in each job factor below on a scale of 5 - 1, as follows:
5 = Outstanding, consistently exceeds this job factor expectations and is recognized by peers
and/or customers as a leader and positive example for others.
4 = Above Expectations, consistently meets and occasionally exceeds this job factor
expectations.
3 = Meets Expectations, consistently meets this job factor expectations.
2 = Below Expectations, occasionally fails to meet this job factor expectations.
1 = Needs Improvement, consistently fails to meet this job factor expectations and a job
performance improvement plan is required.
Section 1 - Job Performance (60% of total score)
SCORE POINTS
______________________________________________ _____
______________________________________________ _____
Enter up to five job knowledge and skill factors from the job description
Quality of work__________________________________ _____
Quantity of work_________________________________ _____
Negotiable Item__________________________________ _____
Average Score = x 12=____
Comments
____________________________________________________________
____________________________________________________________
Section 2 - Personal Performance (20% of total score)
Dependability
Attendance & Punctuality
Interpersonal Skills
Flexibility
Communication Skills
Teamwork
Customer Service
Negotiable Item ______________________________
Average Score =
_____
_____
_____
_____
_____
_____
_____
_____
x 4= ____
Comments
____________________________________________________________
____________________________________________________________
Section 3 - Personal Improvement (20% of total score)
Change environment support
Quality improvement support
Professional growth
Developmental goals accomplishment
Negotiable Item ______________________________
Average Score =
_____
_____
_____
_____
_____
x 4= ____
Comments
____________________________________________________________
____________________________________________________________
Points from section 1 ____ + section 2 ____ + section 3 ____ = ____ Total
Developmental Goals for next review period
1. ____________________________________________________
2. ____________________________________________________
3. ____________________________________________________
Signatures
Employee ___________________________________ Date __________
Employee Comments
____________________________________________________________
____________________________________________________________
Supervisor/Manager ____________________________ Date __________
Department Head ______________________________ Date __________
Human Resources ______________________________ Date __________