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Sample Resume - Network Administrator

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					Job Description: Network Administrator
Division: Department: Reports To: Administration Information Systems & Technology Network Administrator Manager Salary Grade: FLSA Status: Approved Date: D Exempt

Job Summary Monitors the status of the network to ensure that all devices are working properly. Monitors and evaluates network performance to maintain availability and standards, and performs maintenance and repairs when necessary. Installs, configures, and supports organization's local area network (LAN), wide area network (WAN), internet system, and email system. Maintains network hardware and software. Provides primary support for end users.

Essential Functions
Essential functions include, but are not limited to, the following: Network Support Duties * Performs routine network startup and shutdown procedures, and maintains control records * Performs data backups and disaster recovery operations * Maintains and administers computer networks and related computing environments, including computer hardware, systems software, applications software, and all configurations * Designs, configures, and tests computer hardware, networking and operating system software * Recommends changes to improve systems and network configurations, and determines hardware or software requirements related to such changes * Confers with PC users about how to solve existing system problems * Monitors network performance to determine whether adjustments need to be made, and to determine where changes will need to be made in the future * Coordinates help desk functions * Oversee projects and prioritization of technical support end users

Minimum Qualifications
* Bachelor's degree (B.A.) from four-year college or university, or one year related experience and/or training; or equivalent combination of education and experience * Ability to read, write, speak, and comprehend English language * Microsoft Certified Systems Engineer (MCSE) Certification, plus Internet or Microsoft Certified Administrator (MCSA) Certification

Preferred Qualifications
* Advanced proficiency in Microsoft OS and applications * Microsoft Certified Professional (MCP) Certification * AS400 Maintenance experience * Ability to apply advanced mathematical concepts such as exponents, logarithms, quadratic equations, and permutations * Ability to apply mathematical operations to such tasks as frequency distribution, determination of test reliability and validity, analysis of variance, correlation techniques, sampling theory, and factor analysis * Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations * Ability to write reports, business correspondence, and procedure manuals * Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public * Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists * Ability to define problems, collect data, establish facts, ad draw valid conclusions * Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form * Ability to handle large volume of work, set priorities, multitask, and meet deadlines * Ability to focus on details and perform accurate work * Ability to use the following software and applications: GP, ADP/PCPW/Enterprise/HRB, SQL, Oracle, Salient/Margin Minder, BlackBerry, Symantic, Terminal Service, Back-up executive, Franklin Scales, Windows server, exchange, Cisco monitor tools, VOIP, OTG, active directory, Application Extender, Graphic programs

Performance Management

Network Administrator 8/12/2008

Supplementary Information
Tools/Equipment * Computers * Cable accessories * Network analyzers * Power meters * Copier * Fax * Cell phone Physical Demands While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand and walk. The employee is occasionally required to sit; to use hands to handle or feel; to reach with hands and arms; to climb or balance; and to stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to 50 pounds and occasionally lift and/or move more than 100 pounds. Specific vision abilities required by this job include close vision, distance vision, and color vision. Working Conditions While performing the duties of this job, the employee is frequently exposed to risk of electrical shock. The employee is occasionally exposed to moving mechanical parts and risk of radiation. The noise level in the work environment is usually moderate. * Servers * Routers, including wireless * Switches * Firewalls * Non-PC multimedia * Printers * Hand helds/Palms

Performance Management

Network Administrator 8/12/2008

Performance Evaluation: Network Administrator
Evaluation Guidelines Performance management is a continual process designed to foster communication between managers and employees. Managers are encouraged to discuss specific accomplishments and areas that require improvement on an ongoing basis. Performance management includes goal setting, coaching and feedback, recognition, performance improvement and discipline, and performance evaluation. One month prior to this review, ask the employee to complete this form to detail how well he or she has met his or her objectives for this review period. Ask the employee to be prepared to discuss his or her achievements, accomplishments, responsibilities, and future goals—and how those goals will affect department objectives as well as corporate objectives.

Definition of Performance Ratings 4 3 2 Exceeds performance expectations Exceeds some performance expectations Meets performance expectations Meets some performance expectations Does not meet performance expectations

      

Goes above and beyond, consistently exceeding expectations High performance behaviors Meets all basic requirements and exceeds some expectations High performance behaviors Meets all basic requirements Average performance behaviors

1 Less than 1

Meets some, but not all, expectations; needs improvement in quality/quantity of work

 Low performance behaviors  Performs significantly below expectations; performance action required.  Low performance behaviors
2007 Merit Increase Schedule

4 3 2 1 Less than 1

Exceeds performance expectations Exceeds some performance expectations Meets performance expectations Meets some performance expectations Does not meet performance expectations

7.00% of base pay 5.00% of base pay 3.00% of base pay 1.00% of base pay N/A

Employee Name

Today’s Date

Date of Hire

Evaluator

Review Period
March–September

Type of Evaluation:

Goal Review

Performance Management

Network Administrator 8/12/2008

Competency Review—September
Complete this section based on your direct observations and knowledge of this employee’s performance compared to the target behaviors for each job competency. In the comment sections, use specific examples to support or illustrate your rating. Comments must be given for all competencies. Competency Business Leadership—Planning & Organization Competency Business Leadership—Problem Solving & Decision Making Competency Business Leadership—Learning Competency Business Leadership—Communication Competency Self Leadership—Self Leadership Competency Interpersonal Leadership—Interpersonal Leadership Competency Leadership Motivation—Initiative & Achievement Competency Leadership Motivation—Persistence & Resilience Competency Internal Customer Service—Internal Customer Service Competency Organizational Citizenship—Organizational Citizenship Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00

Performance Management

Network Administrator 8/12/2008

Rating Competency Business Leadership—Planning & Organization Business Leadership—Problem Solving & Decision Making Business Leadership—Learning Business Leadership—Communication Self Leadership—Self Leadership Interpersonal Leadership—Interpersonal Leadership Leadership Motivation—Initiative & Achievement Leadership Motivation—Persistence & Resilience Internal Customer Service—Internal Customer Service Organizational Citizenship—Organizational Citizenship 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

X Weight = Weighted Ratin 0.10 0.12 0.09 0.09 0.10 0.09 0.11 0.09 0.12 0.09 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total Rating (sum of weighted ratings)

Performance Management

Network Administrator 8/12/2008

Performance Improvement Plan (any areas scoring a 1 or below)
If an employee receives scores of 1 or below in any competency, discuss specific areas for performance improvement and arrive at mutually agreed-upon action plans/goals for the coming performance period. Action Plan/Goal Follow-Up Date

Employee Acknowledgment
By signing this form, you confirm that you have discussed this review in detail with your manager. Signing this form does not necessarily indicate that you agree with this evaluation.

Employee Signature

Date

Manager Signature

Date

Performance Management

Network Administrator 8/12/2008

Career Development Goals
Discuss with the employee specific areas for career development and arrive at mutually agreed-upon action plans for the coming performance period. Career Development Goal Action Plan Follow-Up Date

Employee Acknowledgment
By signing this form, you confirm that you have discussed this review in detail with your manager. Signing this form does not necessarily indicate that you agree with this evaluation.

Employee Signature

Date

Manager Signature

Date

Performance Management

Network Administrator 8/12/2008

Compensation Summary and Employee Acknowledgment
Employee Name Evaluator
0

Today’s Date

Date of Hire

Review Period
March–September Goal Review

Type of Evaluation:

Compensation Overview
Current base pay rate Merit increase percentage Merit increase dollar amount New base pay rate Bonus amount (if applicable)

#N/A #N/A #N/A

Employee Acknowledgment
By signing this form, you confirm that you have discussed these changes with your manager.

Employee Signature Manager Signature

Date Date

Performance Management

Network Administrator 8/12/2008

Network Administrator
Business Leadership Planning and Organization Problem Solving and Decision Making Learning Communication Self Leadership Self Leadership

Interpersonal Leadership Interpersonal Leadership Leadership Motivation Initiative and Achievement Persistence and Resilience Internal Customer Service Internal Customer Service Organizational Citizenship Organizational Citizenship

Performance Management

Network Administrator 8/12/2008

Business Leadership—Planning & Organization
The degree to which one plans, prioritizes, manages, and organizes tasks, resources, and time in order to align with overall goals. Behavior # Low Performance Behaviors 0 1 Average Performance Behaviors 2 High Performance Behaviors 3 4 Comments Score Weight Total Score

1

Plans work very effectively; for Does a poor job of planning work; for Plans work competently; for example, example, establishes clear objectives, example, articulates objectives poorly, articulates the most important objectives structures all key activities in a logical organizes tasks illogically, misjudges and tasks, develops a realistic timeline, and manner, accurately estimates time and resource requirements, or fails to secures resources. resource requirements, and includes include contingency plans. contingency plans. Monitors the most important aspects of Does an insufficient job of monitoring work progress and quality; keeps sight of work progress and/ or quality, with strategic objectives most of the time and the result that important objectives are makes adjustments as needed to facilitate not met. work. Monitors work progress and quality against targets; remains focused on strategic objectives and adjusts plans as necessary to ensure that all objectives are met.

0.25

0.00

2

0.25

0.00

3

Assigns inappropriate priority levels to Uses time very efficiently and Uses time efficiently and productively for some tasks or fails to re-shuffle productively; prioritizes multiple tasks, the most part; prioritizes tasks and repriorities when there is a need to do continuously re-assesses priorities, and shuffles priorities when the need arises. so. updates plans as needed. Handles details expertly; follows a Does not handle details well; either Handles details well; is able to keep track of structured process to track details and loses track of important details or gets details and detects small errors without detect problems; effectively balances so bogged down in details that he/she getting bogged down or losing sight of the detail orientation within a broad loses sight of the broad perspective. broad perspective. perspective.

0.25

0.00

4

0.25

0.00

Business Leadership—Planning & Organization

Overall Rating

1.00

0.00

Performance Management

Network Administrator 8/12/2008

Business Leadership—Problem Solving & Decision Making
The degree to which one addresses and analyzes problem situations and makes sound decisions based on appropriate consideration of relevant information. Behavior # Low Performance Behaviors 0 1 Recognizes a routine or simple problem once it occurs; fails to consider or accurately identify the underlying causes of a problem. Average Performance Behaviors 2 High Performance Behaviors 3 4 Comments Score Weight Total Score

1

Anticipates or recognizes a simple or Anticipates or recognizes a complex commonly-occurring problem; understands problem; accurately determines all underlying causes of a straightforward underlying causes of a complex problem or understands some underlying problem. causes of a complex problem. Develops several high-quality solutions and assesses the strengths and weaknesses of each alternative; uses sound thought processes and relevant experiences to evaluate available alternatives. Makes the optimal choice in a timely matter, even though the situation was ambiguous or complicated. Uses objective information and leverages expertise and one’s understanding of relevant influences and trends to make an informed and insightful decision.

0.17

0.00

2

Proposes a solution without carefully Considers several possible solutions; considering possible alternatives; carefully assesses strengths and weaknesses rushes into a choice based on the of one high-quality solution; provides a solution that was most immediately basic evaluation of the available accessible. alternatives.

0.17

0.00

3

Requires considerable time and structure to make a decision.

Makes a good decision in a timely matter, given a structured or straightforward situation.

0.17

0.00

4

Uses unconfirmed information to make a decision; relies heavily on Uses appropriate, objective information to instinct or ―gut feelings‖ too make an informed decision. frequently without searching for facts upon which to base a decision.

0.16

0.00

5

Makes decisions without considering broad implications; relies on emotion or unconfirmed information when making decisions.

Makes decisions based on short-term consequences but may not consider broader implications; considers relevant information but may require assistance when making decisions.

Makes decisions based on both shortand long-term consequences and broad implications; considers objective and reliable information; is able to make bold decisions on own.

0.17

0.00

6

Does not frequently analyze data or Analyzes data frequently to maintain Analyzes data when necessary; forecasts makes errors when doing so; struggles continual awareness of conditions; activity based on an accurate understanding to forecast activity or understand forecasts activity based on a detailed of trends. trends. and accurate familiarity of trends.

0.16

0.00

Business Leadership—Problem Solving & Decision Making

Overall Rating

1.00

0.00

Performance Management

Network Administrator 8/12/2008

Business Leadership—Learning
The degree to which one engages in self-development, learns and utilizes job-relevant information, and uses tools to manage information or data. Behavior # Low Performance Behaviors 0 1 Average Performance Behaviors 2 High Performance Behaviors 3 4 Comments Score Weight Total Score

1

Applies little effort to learn something Accepts an opportunity to learn something Takes the initiative to increase own new about the job or industry. new about the job or industry. knowledge about the job and industry.

0.25

0.00

2

Demonstrates job or industry knowledge that falls short of others' needs or expectations (i.e., does not provide internal and/or external customers adequate information).

Demonstrates job or industry Demonstrates job or industry knowledge knowledge above and beyond others' consistent with others' expectations (i.e., expectations (i.e., anticipates the needs provides internal and/or external of internal and/or external customers customers with adequate information). and provides all of the necessary information).

0.25

0.00

3

Demonstrates limited understanding Demonstrates a basic understanding of the Demonstrates keen insight and deep of the potential business impact of an potential business impact of an external understanding of the potential external event. event. business impact of an external event.

0.25

0.00

4

At times, formulates questionable or incomplete conclusions from reports and analyses.

Formulates appropriate conclusions from reports and analyses.

Formulates highly accurate and specific conclusions from reports and analyses.

0.25

0.00

Business Leadership—Learning

Overall Rating

1.00

0.00

Performance Management

Network Administrator 8/12/2008

Business Leadership—Communication
The degree to which one is able to adequately present information, convey and receive messages, and maintain open exchanges of information through speech and writing. Behavior # Low Performance Behaviors 0 1 Presents information in an illogical or difficult-to-follow manner; does not respond appropriately to questions; disregards the type or level of the audience. Fails to keep others appropriately informed or impedes the exchange of information between individuals or groups. Average Performance Behaviors 2 High Performance Behaviors 3 4 Comments Score Weight Total Score

1

Presents information in a reasonably clear Presents information in an and logical manner; answers questions exceptionally clear and engaging adequately; makes basic adjustments to manner; addresses questions with presentation based on audience type and savvy; precisely tailors message to the level. specific audience type and level. Proactively keeps others informed; facilitates and models an open and honest exchange of information among individuals or groups.

0.21

0.00

2

Does an adequate job of keeping others informed; facilitates the exchange of information among individuals or groups.

0.19

0.00

3

Does not share information (with various departments) to increase productivity; provides limited instruction to relevant parties on technology needs/ issues.

Shares basic information (with various departments) to increase productivity; provides some instruction to relevant parties on technology needs/ issues.

Shares clear, detailed, and useful information (with various departments to increase productivity; seeks every opportunity to train/ teach relevant parties on technology needs/ issues.

0.19

0.00

4

Struggles to communicate with certain audiences; restricts communications to familiar and comfortable audiences.

Communicates effectively to a variety of audiences, both internally and externally.

Is able to engage, meaningfully inform, and inspire internal and external audiences at all organizational levels.

0.21

0.00

5

Communicates effectively and Fails to communicate with confidence; confidently; persists in gaining strong gives up easily when communicating Communicates effectively; eventually gains support and commitment from others, with individuals who disagree with acceptance and support for his/her ideas. even when initially met with his/her position. opposition.

0.20

0.00

Business Leadership—Communication

Overall Rating

1.00

0.00

Performance Management

Network Administrator 8/12/2008

Self Leadership—Self Leadership
The degree to which one displays a professional work ethic, is reliable and generally demonstrates control of behavior. Behavior # Low Performance Behaviors 0 1 Makes choices based on what is personally rewarding, without regard for whether the choice is an ethical one. Average Performance Behaviors 2 Chooses the most ethical course of action; no personal sacrifice is necessary in order to do the right thing. High Performance Behaviors 3 4 Chooses the most ethical course of action, even when it may require personal sacrifice to do so. Comments Score 0.00 Weight Total Score

1

0.25

0.00

2

Acts in accordance with his/her own Acts without objectivity; for example, Acts in accordance with his/her own beliefs, but also considers other points makes an automatic or emotional beliefs, but also expresses respect for other of view objectively and with an open choice based on his/her own beliefs. points of view. mind. Demonstrates a polished Demonstrates an unprofessional, Demonstrates professionalism, enthusiasm, professionalism and enthusiasm even negative attitude towards the work; and speaks positively of the company; does in face of challenging workloads; openly criticizes the company's goals not openly criticize the company's goals or supports the company and champions or decisions. decisions. company goals and decisions. Meets commitments as long as doing so is Meets commitments even when doing within reason and does not require so demands extraordinary effort. additional effort.

0.25

0.00

3

0.25

0.00

4

Fails to meet commitments on a repetitive basis.

0.25

0.00

Self Leadership—Self Leadership

Overall Rating

1.00

0.00

Performance Management

Network Administrator 8/12/2008

Interpersonal Leadership—Interpersonal Leadership
The degree to which one interacts and works well with others in ways that serve interpersonal or situational needs. Behavior # Low Performance Behaviors 0 1 Does not convey ideas with enthusiasm; lacks energy in interactions with others. Average Performance Behaviors 2 High Performance Behaviors 3 4 Comments Score Weight Total Score

1

Presents his/her ideas with enthusiasm, but Generates excitement for his/her does not generate similar excitement ideas that mobilizes others to achieve among others. the desired results.

0.14

0.00

2

Struggles to persuade or negotiate; does not know when to concede, compromise, or remain firm.

Persuades or negotiates with success most Persuades or negotiates with tact and of the time, despite being a bit too forceful ease; knows when to concede, (or weak). compromise, or remain firm. Skillfully manages and resolves conflict and grievances; seeks to prevent future occurrences when possible.

0.13

0.00

3

Addresses conflict and grievances Ignores conflict or grievances; reacts effectively for the most part; takes no negatively to interpersonal issues. action to address interpersonal issues when needed.

0.14

0.00

4

Is completely effective and successful Is unable to gain others' trust and has Is moderately effective and successful in in gaining others' complete trust and difficulty building and/or maintaining gaining others' trust and at building and/or can easily build and/or maintain work work relationships. maintaining work relationships. relationships.

0.15

0.00

5

Is proactive in handling potential Delays or ignores internal complaints Responds to internal complaints once they internal complaints and takes even after they have been escalated, have been escalated and involves other ownership over solving problems which may jeopardize internal departments as necessary in order to before they are escalated, which relationships. maintain solid internal relationships. results in strong, collaborative internal relationships.

0.16

0.00

6

Often fails to meet productivity standards and does not value the importance of meeting company needs.

Maintains standards for productivity and understands the importance of meeting company needs.

Consistently searches for ways to improve productivity and places the highest priority on meeting company needs.

0.15

0.00

7

Asserts oneself and appropriate ideas Remains passive in group settings; is Speaks up with ideas in comfortable group in all group settings; champions new reluctant/ complacent about offering settings; asks for support when ideas by involving others and soliciting new ideas. implementing new ideas. support.

0.13

0.00

Interpersonal Leadership—Interpersonal Leadership

Overall Rating

1.00

0.00

Performance Management

Network Administrator 8/12/2008

Leadership Motivation—Initiative & Achievement
The degree to which one displays confidence and motivation and is driven to excel. Behavior # Low Performance Behaviors 0 1 Sets easy goals for him/herself, or only pursues a difficult goal when someone else imposes it upon him/her. Average Performance Behaviors 2 Sets fairly challenging goals for him/herself. High Performance Behaviors 3 4 Sets very challenging goals for him/herself. Comments Score Weight Total Score

1

0.14

0.00

2

Does not display an interest in producing high quality work.

Finds satisfaction in producing high quality work.

Demonstrates tremendous satisfaction and pride in producing high quality work. Generates original, innovative approaches to improve work processes or performance on tasks and problems.

0.15

0.00

3

Prefers established ways of doing things; does not attempt to improve work processes.

Occasionally applies original ideas to improve existing work processes.

0.14

0.00

4

Avoids opportunities to increase the variety and scope of work.

Accepts new challenges at work when it is suggested by someone else.

Seeks out and volunteers for new assignments or challenges.

0.14

0.00

5

Procrastinates when faced with new work.

Takes on challenges with little hesitation.

Enthusiastically tackles new challenges.

0.15

0.00

6

Displays a lack of confidence in his/her abilities.

Maintains a moderate degree of confidence Maintains a high degree of confidence in his/her abilities, even when facing in his/her abilities, even when facing criticism or setbacks. criticism or setbacks.

0.14

0.00

7

Avoids taking a stand in defense of his/her principles and viewpoint.

Tries hard to defend his/her principles and viewpoint when faced with opposition.

Confidently and effectively defends his/her principles and viewpoint under very difficult circumstances.

0.14

0.00

Leadership Motivation—Initiative & Achievement

Overall Rating

1.00

0.00

Performance Management

Network Administrator 8/12/2008

Leadership Motivation—Persistence & Resilience
The degree to which one remains optimistic and calm and continues to exert effort in the face of challenges or heavy workload. Behavior # Low Performance Behaviors 0 1 Gives up easily when faced with obstacles or setbacks. Average Performance Behaviors 2 Expends extra effort and does not give up when faced with obstacles or setbacks. High Performance Behaviors 3 4 Tenaciously persists and increases effort to complete work, despite difficult obstacles or setbacks. Comments Score Weight Total Score

1

0.20

0.00

2

Loses focus and drive when working on difficult projects or assignments.

Remains fairly focused and driven when working on a difficult project or assignment.

Dedicates tremendous focus and drive to difficult projects or assignments.

0.20

0.00

3

Exerts inconsistent amounts of energy below what is needed for basic job Exerts an appropriate amount of energy to requirements; displays low energy at handle basic requirements of the job. the end of shifts or during busy periods. Quickly becomes cynical or loses hope Maintains a largely positive attitude despite of success in a difficult situation. challenging circumstances.

Sustains a high level of energy on a continuous basis, despite long hours or heavy workload.

0.20

0.00

4

Maintains a strong positive attitude despite very difficult circumstances.

0.20

0.00

5

Takes a completely calm and Is unable to function effectively when Takes a mostly calm and constructive constructive approach to stressful faced with stressful situations; approach to stressful circumstances; tries to circumstances; achieves great results outwardly displays frustration. make the best of bad situations. despite bad situations.

0.20

0.00

Leadership Motivation—Persistence & Resilience

Overall Rating

1.00

0.00

Performance Management

Network Administrator 8/12/2008

Internal Customer Service—Internal Customer Service
The degree to which one is oriented towards serving others within the company and actively attends to their needs with professionalism and despite difficulties. Behaviors # Low Performance Behaviors 0 1 Average Performance Behaviors 2 High Performance Behaviors 3 4 Goes out of one’s way, within reason, to provide relevant assistance to other company personnel making requests, in spite of personal costs. Comments Score Weight Total Score

1

Shows little or no interest in providing assistance to other company personnel making requests.

Provides relevant assistance to other company personnel making requests, if little or no personal sacrifice is involved.

0.20

0.00

2

Loses control and/or responds inappropriately when faced with difficult individuals.

Tolerates difficult individuals and responds tactfully.

Defuses and resolves a tense situation by responding to others with tact, empathy, and patience.

0.20

0.00

3

Reacts defensively or emotionally to setbacks; reacts to stress by panicking or complaining to others; has outward displays of frustration.

Most of the time, keeps emotions under control; tolerates stressful situations with supervisor assistance; generally masks frustration.

Handles difficult situations or emotions with ease and composure; effectively manages stressful situations without supervisor assistance; masks frustration.

0.20

0.00

4

Rarely follows up with others to ensure that requests or concerns are resolved.

Follows up with others to ensure that requests or concerns are resolved.

Proactively follows up with others to ensure that requests and concerns are always resolved; watches out for signs of additional concerns.

0.20

0.00

5

Displays a highly professional Displays an unprofessional appearance Displays a moderately professional appearance and attitude that is and attitude that is not representative appearance and attitude, usually consistent exemplary of Monarch Beverage's of Monarch Beverage's image (e.g., with Monarch Beverage's image (e.g., image (e.g., appropriate attire, positive inappropriate attire, negative attitude). appropriate attire, positive attitude). attitude).

0.20

0.00

Internal Customer Service—Internal Customer Service

Overall Rating

1.00

0.00

Performance Management

Network Administrator 8/12/2008

Organizational Citizenship—Organizational Citizenship
The degree to which one is a loyal, team-oriented employee and displays a positive attitude towards work, others, and the organization as a whole. Behavior # Low Performance Behaviors 0 1 Average Performance Behaviors 2 Provides assistance to other company personnel when it does not require personal sacrifice. High Performance Behaviors 3 4 Comments Score Weight Total Score

1

Provides minimal assistance to company personnel.

Provides assistance to company personnel in spite of personal costs.

0.17

0.00

2

Reacts poorly to being asked to help coworkers; is slow to pitch in.

Helps coworkers when asked/directed; pitches in eventually.

Finds ways to help coworkers without being asked/directed; quickly pitches in at every opportunity.

0.17

0.00

3

Displays a poor attitude and is Displays a positive attitude and quickly Displays a reasonable attitude and tolerates inflexible towards changes in demands adapts to changes in demands and changes in demands and schedule. and schedule. schedule.

0.17

0.00

4

Shows disrespect or a lack of understanding for diversity in people and opinions.

Shows a general understanding of and respect for diversity in people and opinions.

Fosters a deep appreciation for diversity in people and opinions.

0.17

0.00

5

Resists direction from authority.

Accepts direction from authority.

Trusts authority.

0.16

0.00

6

Appears unconcerned or unfamiliar Maintains awareness of and adheres to with Monarch Beverage's mission and Monarch Beverage's mission and principles. principles.

Embodies and promotes Monarch Beverage's mission and principles.

0.16

0.00

Organizational Citizenship—Organizational Citizenship

Overall Rating

1.00

0.00

Performance Management

Network Administrator 8/12/2008


				
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