Employee Performance Review 3 Up and 3 Down

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Employee Performance Review 3 Up and 3 Down Powered By Docstoc
					                 ARIZONA DEPARTMENT OF EMERGENCY AND MILITARY AFFAIRS
                                              NON-COVERED EMPLOYEE
                                       PERFORMANCE AND DEVELOPMENT REVIEW

    Employee Name                                                                               Date



    Job Title                                                                                   Job Class Code                                  Grade


    Position #                                                                                      Division                       Section

                                                                                                                                             # of
    Date of Last Review                                                                         Non-Preapproved Days                         Incomplete
                                                                                                Absent (since last review)                   Shifts



    Supervisor's Name                                                                                  Title

                                                                                                                     0.00
    Appraisal Period                                                                            Performance Rating


                                                                                 Supervisor Initials           Employee Initials                 Date



                                                                                 Entered in HR by


                                                               OVERALL PURPOSE
An accurate and impartial appraisal of individual performance is essential to both employees and the Agency. The Performanc e and Development
Review, which should be conducted at least annually, is designed as a formal summary of the periodic observations and discussions of performance
that occur between managers and employees throughout the year. The Performance and Development Review is a documented means of assessing
the level of each employee’s results and skills competence. It is also an important factor towards identifying developmental needs and for planning
developmental actions. Performance results must be well documented.



Exceptional Work (5) - This rating should be awarded only to those employees who have made a significant, easily recognizable contribution.
Results indicate performance so clearly outstanding as to be obvious to all. Supervisor/manager should be prepared to suppor t this rating with
specific aspects of superior performance.

The significant contribution must clearly "impact" the division or Agency in terms of meeting the division or Agency's missio n. Very few
individuals are rated in this category.


Commendable (4) - Identifies a high level of competence and performance above what is normally expected in the job. Employee's day-to-day
performance is "excellent", but no special contribution can be cited in that year.

Doing Just Fine (3) - Performance is completely satisfactory and sufficient in every respect. Meets all end results in a completely acceptable
manner. Most employees would normally be rated in this category. Considered good performance.

Needs Development (2) - Performance does not completely meet established standards. Results fall somewhat below standards established for the
position in one or more areas. The need for further development and/or improvement is recognizable. Improvement in identified areas is necessary
within established time frame(s).

Unacceptable (1) - Performance does not meet minimum standards for the job. Results are clearly below the expected level. Employee may have
to be replaced if major improvement is not made immediately.

Note: These performance categories are defined in an absolute way when an employee has been in a position long enough to be fully experienced.
Where an employee is in the learning curve portion of a position, categories should be interpreted on a relative basis – that is, how well the
employee is performing given the length of time in the position.
x




                                                                         1
                                                                                     EXCEPTIONAL                       DOING         NEEDS
                           PERFORMANCE CATEGORIES                                       WORK
                                                                                                    COMMENDABLE
                                                                                                                     JUST FINE    DEVELOPMENT
                                                                                                                                                UNACCEPTABLE


                                                                                            5            4                3           2               1

1.   Job Knowledge
●    Possesses skills and knowledge needed for the position.
●    Strives to broaden knowledge base and to upgrade skills.
●    Applies knowledge and skills to job.
2.    Quality of Work
●    Completes assignments thoroughly and accurately.
●    Applies existing knowledge in new and different ways.
●    Fulfills reporting/record keeping requirements of job accurately, timely and
     thoroughly.
3.   Quantity of Work
●    Produces expected levels of work/completes assignments on time.
●    Appropriately plans and organizes activities.
●    Manages time effectively.

4.   Judgment/Decision Making
●    Appropriately plans and organizes activities.
●    Uses good judgment and available resources.
●    Makes sound decisions consistently.
●    Observes confidentiality requirements.

5.   Initiative/Works Well with Minimum Supervision
●    Follows up to ensure successful results.
●    Seeks responsibility for increased work assignments.
●    Takes initiative to improve results.

6.   Cooperation/Attitude
●    Does not perpetuate rumors or demean management/peers.
●    Accepts responsibility for mistakes.
●    Publicly supports Agency/Division philosophy.
●    Contributes positively to employee/unit moral.
7.Attendance/Dependability
● Reports to work at designated time, prepared to work.
● Follows appropriate procedures for requesting leave.
● Keeps appropriate individuals (supervisors/employees) informed regarding
  whereabouts.
● Accepts responsibility for assignments/follows through.
8. Teamwork/Communication
● Works well with different types and levels of people, under various
   conditions (both individually and as a team).
● Informs others (both up, down and laterally) through clear and concise
   expressions of ideas and information in verbal and written form.

● Actively listens to ideas, instructions and other points of view.
9. Customer Service
● Treats customers with courtesy and respect.
● Makes an effort to understand and meet customer needs and satisfaction
   levels.
● Continually strives to improve the quality of customer service.
● Presents professional image to customers in attire, attitude and through
   appearance of work environment.
10. Safety
● Reports unsafe/hazardous conditions to appropriate individuals.
● Operates state vehicles/equipment safely and proficiently.
● Uses appropriate safety equipment and safety procedures.
Number of Performance Ratings Marked in Each Column (this page)                             0            0                0           0               0

Employee Name:                                                                      Date:          Supervisor Initials:          Employee Initials:
0




                                                                            2
                     ADDITIONAL PERFORMANCE CATEGORIES                                    EXCEPTIONAL                   DOING        NEEDS
                                                                                                        COMMENDABLE                             UNACCEPTABLE
                                                                                             WORK                     JUST FINE   DEVELOPMENT
                          SUPERVISOR/MANAGERS ONLY
                                                                                              5             4            3            2              1

11. Management Effectiveness
● Motivates and positively influences people to strive for outstanding results.

● Promotes a climate of involvement, cooperation and teamwork.
● Is a positive example of leadership.
● Develops employees by giving them responsibility and authority.
● Ensures safe and healthy work conditions for subordinates.
● Keeps work flow moving at appropriate levels to meet objectives.
● Models professionalism, personal accountability, ethical conduct, and
  concern for quality to subordinates.
● Assigns work equitably/promotes teamwork.
● Contributes positively to employee morale.
12. Management Communications
● Provides timely performance feedback to employees.
● Communicates and supports management’s philosophy to subordinates and
  customers.
● Communicates with and promotes cooperation with other areas of the
  agency.
● Communicates, manages and adapts to change effectively.
● Facilitates the flow of information to all appropriate parties.
● Keeps superiors informed of issues/events relating to the work environment.

● Prepares fair and accurate evaluations of subordinates’ work performance.

Number of Performance Ratings Marked in Each Column (this page)                               0             0            0            0              0


                                                                                          EXCEPTIONAL                   DOING        NEEDS
                  Performance Rating - Employee Only                                         WORK
                                                                                                        COMMENDABLE
                                                                                                                      JUST FINE   DEVELOPMENT
                                                                                                                                                UNACCEPTABLE


                                                                                              5             4            3            2              1
    Number of Performance Ratings Marked in Each Column (last page)                           0             0            0            0              0
    Multiply By                                                                               5             4            3            2              1
    Total For Each Column                                                                     0             0            0            0              0
    Overall Performance Rating
                                                                                                                       0.00
                       (Add totals for each column and divide by number of items rated)


                                                                                          EXCEPTIONAL                   DOING        NEEDS
          Performance Rating - Supervisor/Manager Only                                       WORK
                                                                                                        COMMENDABLE
                                                                                                                      JUST FINE   DEVELOPMENT
                                                                                                                                                UNACCEPTABLE



                                                                                              5             4            3            2              1
    Number of Performance Ratings Marked in Each Column (last page)                           0             0            0            0              0
    Number of Performance Ratings Marked in Each Column (this page)                           0             0            0            0              0
    Multiply By                                                                               5             4            3            2              1
    Total For Each Column                                                                     0             0            0            0              0
    Overall Performance Rating
                                                                                                                       0.00
                       (Add totals for each column and divide by number of items rated)


I (Employee) HEREBY CERTIFY THAT I HAVE HAD AN OPPORTUNITY TO REVIEW THIS FORM AND RELATED
DOCUMENTATION AND UNDERSTAND THAT I AM TO RECEIVE A COPY OF THIS PERFORMANCE RATING. I AM AWARE
THAT MY SIGNATURE DOES NOT NECESSARILY MEAN THAT I AGREE WITH THE RATING.


    Employee                                                                                                           Date


    Supervisor (Rater)                                                                                                 Date


    Program Manager (Reviewer)                                                                                         Date


    Human Resources                                                                                                    Date




                                                                                3
                            Employee’s Strong Performance Points




                           Performance Areas Needing Improvement




                   General Supervisory Comments Concerning Performance




                                    Employee Comments




                 Development Plan/Special Training or Education Recommended




Employee Name:                                     Date:       Supervisor Initials:   Employee Initials:
0




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