Letter of Negative Employee Performance

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Letter of Negative Employee Performance Powered By Docstoc
					Instructions for filling out PAR form
Start by clicking on the Expectations tab at the bottom of the screen and filling in the blanks. (Press the
Tab key to move to the next blank to fill in)
*Next, fill in the blanks on the forms found by clicking on the other tabs at the bottom of the screen (click
on arrow button(s) near lower left corner to see more): Responsibility, Achievement, Performance,
Performance (cont'd), Performance (cont'd)(2), Performance (cont'd)(3), Performance (cont'd)(4),
Interim JSADP, Final JSADP and Fact Sheet…
*The …Overall Rating tab leads to a form that is filled in automatically based on the ratings given in the
Achievement and Performance sections.
*Extra sheets have been inserted to be used if additional sheets are necessary: Responsibility (2) after
Responsibility and Additional Sheet at the end.
*Save the forms by clicking on the Save tool; or clicking on File, Save; or holding down the Ctrl key and
tapping the S. You will be prompted to save the file using a new file name.
*Print using the printer tool on the toolbar to print each page separately.
MV9C004                                            Performance Assessment Review                                                  2002
                                                       PAR Committee Model
                                        New Jersey Department of Military and Veterans Affairs
                                                   Central Office - Manager Form
Employee Name                           Title                                                Rating Period
                                                                                                          1 Sept 01 - 31 Aug 02
SSN                                     Dept/Agency—Location



                                                 Section 1 – Job Expectations and Evaluation


             Major Goals of the Unit/Work Group                                                  Major Goals of the Ratee




I have reviewed this package and have had a face-to-face meeting with my
                                                                                Ratee Comments
supervisor to discuss the Major Goals (Unit and Ratee), Major Job
Responsibilities, Essential Criteria, Performance Factors, Point Accumulation
Methodology, and the Evaluation Conversion to the Overall Rating by which I
will be rated. This meeting was held on

                                           (Date)


  My signature indicates that I have been advised of these PAR elements.

            Ratee

             Date

  I __Agree __Disagree with the elements of this PAR



  My signature indicates that the Ratee’s positions have been noted.

            Rater

             Date


  My signature indicates that the Ratee’s positions have been noted.

        Reviewer

             Date                                                                       (Use Additional Sheets as Necessary)




                             Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                                1
MV9C004                                 Performance Assessment Review                                        2002
                                            PAR Committee Model
                             New Jersey Department of Military and Veterans Affairs
                                        Central Office - Manager Form
   Employee Name         Title                                           Rating Period
                                                                                     1 Sept 01 - 31 Aug 02
   SSN                   Dept/Agency—Location



                                      Section 1 – Job Expectations (Continued)

                     Major Job Responsibilities and Essential Criteria for Successful Accomplishment
                                          (Use Additional Sheets as Necessary)



   Job Responsibility:



   Essential Criteria:




   Job Responsibility:



   Essential Criteria:




   Job Responsibility:



   Essential Criteria:




                     Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                   2
MV9C004                                 Performance Assessment Review                                        2002
                                            PAR Committee Model
                             New Jersey Department of Military and Veterans Affairs
                                        Central Office - Manager Form
   Employee Name         Title                                           Rating Period
                                                                                     1 Sept 01 - 31 Aug 02
   SSN                   Dept/Agency—Location



                                      Section 1 – Job Expectations (Continued)

                     Major Job Responsibilities and Essential Criteria for Successful Accomplishment
                                          (Use Additional Sheets as Necessary)



   Job Responsibility:



   Essential Criteria:




   Job Responsibility:



   Essential Criteria:




   Job Responsibility:



   Essential Criteria:




                     Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                  2a
MV9C004                                            Performance Assessment Review                                                                       2002
                                                       PAR Committee Model
                                        New Jersey Department of Military and Veterans Affairs
                                                   Central Office - Manager Form
   Employee Name                                                      Title                                                    Rating Period
                                                                                                                               1 Sept 01 - 31 Aug 02
   SSN                                                                Dept/Agency—Location



                                                         Section 2 – Performance Factors

   Job Achievement Factors
   These factors are directly related to the outputs of the job: Section 1 Major Goals, Job Responsibilities and Essential Criteria.




   Job Achievement Factors                          1                            2                           3                   Interim     Final
   Goal Achievement                    Failed to accomplish           Achieved or exceeded      Significantly exceeded
   Overall extent to which             most major goals;              major goals.              original goals and
   employee accomplishes               original objectives were                                 objectives.
   established ratee goals.            not entirely achieved.




   Quality of Work                     Failed to achieve most or Achieved or occasionally Significantly exceeded
   Overall extent to which             all essential quality     exceeded all essential   essential quality criteria.
   employee thoroughly and             criteria.                 quality criteria.
   accurately meets the quality
   criteria.




   Quantity of Work                    Failed to produce an           Produced acceptable or    Significantly exceeded
   Overall extent to which             acceptable amount of           greater amount of work    essential quantity criteria.
   employee produces an                work as identified in the      and met or occasionally
   acceptable amount of work as        essential quantity criteria.   exceeded essential
   defined in the quantity criteria.                                  quantity criteria




   Timeliness                          Rarely met work                Met and occasionally      Consistently completed
   Overall extent to which             schedules or deadlines.        completed assignments     assignments, projects and
   employee meets work                 Often was late in              ahead of specified        job responsibilities ahead
   schedules and specified             completing assignments         deadlines.                of scheduled deadlines.
   deadlines.                          within specified time
                                       frames.




   Job Achievement Subtotal




                          Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                                                        3
MV9C004                                                Performance Assessment Review                                                                 2002
                                                           PAR Committee Model
                                            New Jersey Department of Military and Veterans Affairs
                                                       Central Office - Manager Form

Employee Name                                                    Title                                                      Rating Period
                                                                                                                             1 Sept 01 - 31 Aug 02
SSN                                                              Dept/Agency—Location



                                            Section 2 – Performance Factors (Continued)

Job Related Factors
These global factors support the performance of the job.



Job Related Factors                            1                             2                            3                   Interim      Final
Customer Service                   Diagnosed customer            Accurately assessed          Frequently anticipated
Identifies and meets customer      needs inaccurately; lacked    customer needs; provided     internal and external
(internal & external) needs.       consistency in meeting        necessary or requested       customer needs; advanced
                                   customer needs; was not       service within acceptable    quality alternative
                                   attentive and inquisitive     timeframes requiring few     solutions; work quality
                                   when dealing with             corrections or revisions;    was characterized by
                                   customers; did not            sought customer feedback     exceptional insights and
                                   consistently meet time,       and expression of            technical expertise.
                                   quality and cost              satisfaction with work
                                   requirements.                 product. Occasionally
                                                                 sought alternative
                                                                 solutions.
Communication                      Informal communication        Successfully                 Excelled in the
Effective expression of ideas,     was ineffective due to        communicated ideas,          communication of ideas,
concepts or directions in          disorganization of            thoughts or directions.      thoughts or directions.
individual or group situations,    thoughts, and/or              Asked appropriate            Thought well, fast and
using supportive gestures,         inappropriate use of voice    questions and involved       appropriately on his or her
voice level, and organization of   volume/tone. Formal           the listener. Sought         own feet in formal
materials. If communication is     presentations failed to       clarification and affirmed   situations. Informal
written, thoughts are expressed    inform or persuade due to     understanding in verbal      presentations created
with appropriate grammar,          lack of structure or poor     exchanges. Used              word pictures, leaving no
organization and structure.        organization. Didn’t listen   appropriate supportive       room for confusion. Apt
                                   during verbal exchanges.      gestures, voice level and    questions uncovered
                                   Written communication         organization of materials.   lingering confusion.
                                   was poorly structured,        Formal presentations         Presented complex or
                                   contained poor grammar,       were organized and had       technical information in a
                                   or was difficult to read      appropriate detail.          manner easily understood
                                   due to inadequate             Written communication        by target audience.
                                   organization.                 was concise and              Written communication
                                   Communication flaws           appropriate for target       was letter perfect and
                                   included poor listening,      audience. Key points         clearly appropriate for
                                   no organization of            were understood by           target audience.
                                   thoughts, or inappropriate    intended audience.
                                   gestures.                     Affirmed understanding
                                                                 with appropriate
                                                                 questions.




                                Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                                                4
MV9C004                                        Performance Assessment Review                                                                      2002
                                                   PAR Committee Model
                                    New Jersey Department of Military and Veterans Affairs
                                               Central Office - Manager Form
   Employee Name                                                Title                                                     Rating Period
                                                                                                                          1 Sept 01 - 31 Aug 02
   SSN                                                          Dept/Agency—Location



                                            Section 2 – Performance Factors (Continued)
   Job Related Factors
   These global factors support the performance of the job.

   Job Related Factors                         1                            2                            3                  Interim     Final
   Job Knowledge/Skills          Rarely demonstrated any        Effectively demonstrated     Demonstrated expert
                                 application of skills or       job knowledge and ability    skills and knowledge
   Extent to which employee
                                 knowledge which clearly        to answer queries.           above expectations.
   knows the details of the job.
                                 had an adverse effect on       Knowledge and skills         Stayed abreast of recent
   Understands job and applies
                                 job performance. Rarely        contributed to the work      developments and
   necessary technical knowledge
                                 able to answer queries.        of the unit.                 changes in job’s technical
   and skills.
                                 Usually did not know                                        area or discipline.
                                 when to ask others for                                      Knowledge was sought
                                 information.                                                by others and thought to
                                                                                             have significant impact
                                                                                             on the results of the work
                                                                                             of the unit.
   Leadership                      Did not assume               Demonstrated willingness     Assumed appropriate
                                   appropriate leadership       to assume leadership         leadership roles with
   Influencing individual and/or
                                   roles or engage in           roles. Influenced others     groups and individuals
   groups toward desired
                                   behavior, which              towards desired behaviors    when necessary.
   behaviors and results by
                                   encouraged others toward     or results. Style was        Consistently adopted a
   accepting suitable leadership
                                   desired results. Did not     usually commensurate         style commensurate with
   styles, using interpersonal
                                   take on challenges. Failed   with person/situation to     person or situation to
   skills and influencing
                                   to ensure work complied      achieve desired results or   ensure desired results or
   organizational values and
                                   with organization            behaviors. Used              behaviors. Persuaded
   systems.
                                   standards., Could not        interpersonal skills to      others to accept own
                                   influence others toward      influence individuals        point of view. Modeled
                                   desired behaviors. Style     and/or group values.         excellent standards of
                                   and/or techniques were       Ensured completed work       performance to guide
                                   not appropriate for the      complied with                others toward desired
                                   situation to achieve         organizational standards     behavior. Took on
                                   desired results. Did not     and values.                  challenges. Enhanced the
                                   take the lead in                                          self-esteem of others.
                                   responding to customer                                    Encouraged diversity.
                                   needs.                                                    Took the lead in setting
                                                                                             standards of excellence in
                                                                                             work.




                         Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                                                    5
MV9C004                                         Performance Assessment Review                                                                       2002
                                                    PAR Committee Model
                                     New Jersey Department of Military and Veterans Affairs
                                                Central Office - Manager Form
   Employee Name                                                  Title                                                     Rating Period
                                                                                                                            1 Sept 01 - 31 Aug 02
   SSN                                                            Dept/Agency—Location



                                             Section 2 – Performance Factors (Continued)
   Job Related Factors
   These global factors support the performance of the job.

   Job Related Factors                           1                            2                             3                 Interim     Final
   Managing Resources              Failed to identify the         Identified the resources      Identified with precision
                                   resources required to          required to accomplish        the resources required to
   Identifies all physical plant,
                                   accomplish assigned            assigned projects; utilized   accomplish assigned
   material, vendor and staff
                                   projects; did not utilize a    a resource control            projects; utilized a
   resources required to complete
                                   working resource control       methodology which             resource control
   operational projects; uses
                                   methodology. Regarding         minimized the waste of        methodology which fully
   allocated resources effectively
                                   staff, did not clarify         resources. Regarding          optimized the use of
   and efficiently. Regarding
                                   performance expectations       staff, set performance        allocated resources.
   staff, sets performance
                                   for employees; did not         expectations; identified      Regarding staff, clearly
   expectations; appraises
                                   recognize employee             performance deficiencies;     correlated mission and
   employee performance;
                                   contributions or               encouraged team effort;       goals of the work unit
   provides feedback; develops
                                   deficiencies; provided         modified and updated          with expected and actual
   employees; promotes
                                   minimal feedback; failed       staff plans as                individual performance
   cooperation and teamwork;
                                   to appraise employee           circumstances changed;        results; created a work
   identifies employees' needs
                                   performance in writing         assigned work to enhance      environment which
   and works with them to
                                   using the performance          employee development;         promoted synergy of
   improve; encourages
                                   appraisal system;              recognized employee           effort and talent;
   adherence to core values.
                                   inhibited teamwork;            achievements; recognized      empowered employees to
                                   planned without                capabilities and matched      identify and develop
                                   consulting affected            people with assignments.      skills which supported
                                   parties; failed to utilize     Encouraged others to          the operational needs,
                                   abilities of others; stifled   achieve; provided             mission and core values
                                   efforts of others.             constant feedback;            of the agency.
                                                                  encouraged employee
                                                                  participation; anticipated
                                                                  staff needs and developed
                                                                  contingency plans;
                                                                  prepared others for
                                                                  additional
                                                                  responsibilities; instilled
                                                                  confidence in others;
                                                                  encouraged teamwork.




                          Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                                                     6
MV9C004                                          Performance Assessment Review                                                                      2002
                                                     PAR Committee Model
                                      New Jersey Department of Military and Veterans Affairs
                                                 Central Office - Manager Form
   Employee Name                                                 Title                                                      Rating Period
                                                                                                                            1 Sept 01 - 31 Aug 02
   SSN                                                           Dept/Agency—Location



                                              Section 2 – Performance Factors (Continued)
   Job Related Factors
   These global factors support the performance of the job.

   Job Related Factors                            1                          2                             3                  Interim     Final
                                     Failed to make              Incorporated different        Championed diversity
   Managing/Valuing Diversity
                                     appropriate social          perspectives into work        and demonstrated
   Builds, maintains, and/or         accommodations to           actions; fostered a fair      through specific actions
   contributes to a work             ensure a fair, inclusive,   and inclusive                 its value in the
   environment that is fair,         and respectful working      environment                   organization. Created a
   equitable, inclusive and          environment. Did not        demonstrating respect for     work culture that fostered
   cooperative in valuing            demonstrate                 others. Worked towards a      fairness, respect and
   individual differences such as respectfulness for             proactive approach in         cooperation. Recognized
   culture, race, ethnicity,         individual differences.     soliciting an using           individual differences
   religion, gender, sexual          Created and/or              contributions from            while building an
   orientation, physical attributes, encouraged a hostile        diverse perspectives.         environment of esprit de
   lifestyles, interests, values or environment for others.                                    corps.
   other differences.


   Planning, Organizing and          Failed to identify          Demonstrated full             Planning approach
   Evaluating                        components of a plan, or    understanding of              showed grasp of complex
   Determines objectives and         to logically structure      planning, organizing and      issues which impact the
   strategies; coordinates with      action steps and            evaluating. Planning          employee's area of
   other parts of the organization   priorities. Plans were      approach showed               responsibility. Plans
   to accomplish goals; monitors     incomplete or overly        appreciation for the          contained detailed
   and evaluates the progress and    complex. Resources were     influence of complex          coordination processes
   outcomes of operational plans;    not properly utilized.      issues which impact the       and contingency
   anticipates potential threat or   Outcome monitoring an       employee's area of            planning. Organization of
   opportunities to achievement      devaluation were not        responsibility. Plans had     resources was at an
   of objectives and strategies.     addressed.                  appropriate level of detail   optimum to achieve
                                                                 and proper priorities were    objectives. Plans very
                                                                 established. Problems and     effectively provided for
                                                                 opportunities were            an outcome evaluation
                                                                 anticipated. Resource         process and
                                                                 allocation was                improvement.
                                                                 appropriate and/or
                                                                 efficient and on target.
                                                                 Plans included
                                                                 monitoring and
                                                                 evaluation criteria and
                                                                 mechanisms.




                          Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                                                     7
MV9C004                                       Performance Assessment Review                                                                    2002
                                                  PAR Committee Model
                                   New Jersey Department of Military and Veterans Affairs
                                              Central Office - Manager Form
   Employee Name                                              Title                                                    Rating Period
                                                                                                                       1 Sept 01 - 31 Aug 02
   SSN                                                        Dept/Agency—Location



                                          Section 2 – Performance Factors (Continued)
   Job Related Factors
   These global factors support the performance of the job.

   Job Related Factors                       1                            2                            3                 Interim     Final
   Project Management            Did not evaluate relevant    Insured that all involved    Achieved project
                                 factors or visible           had a common                 objectives of substantial
   Organizes tasks and people in
                                 alternatives; had            understanding of the         quality within or below
   order to achieve specific
                                 difficulty defining and      objectives, priorities and   budget, occasionally
   project objectives.
                                 identifying problems and     development of the           ahead of schedule
                                 finding solutions; did not   project; created and         through the managed
                                 establish project            evaluated alternative        effort of an empowered
                                 priorities. Missed project   solutions; anticipated       team which was focused
                                 deadlines; did not           problems; consistently       on meeting or exceeding
                                 consider impact on           met project deadlines,       project requirements.
                                 others; created disruption   schedules and budget.
                                 within work groups; costs
                                 were not considered in
                                 decisions or actions.


   Teamwork                       Did not share information   Supported the team in        Supported the team in
   Works collaboratively in a     or cooperate with others    meeting or exceeding         significantly exceeding
   group as a team member to      on team. Engaged in         essential objectives.        the essential objectives.
   accomplish stated goals.       negative interaction or     Responsibly                  Contributed exceptionally
                                  promoted destructive        accomplished work            well and maximized the
                                  conflict among team         assignments in support of    effectiveness of the
                                  members. Failed to          team objectives.             group. Gave regular
                                  responsibly assume fair     Effectively cooperated       feedback to team
                                  share of workload.          with and contributed to      regarding process and
                                                              help meet established        accomplishments.
                                                              team results. Worked to      Ensured that group goals
                                                              encourage good               had priority over
                                                              performance from others.     individual recognition.
                                                              Shared information in        Alternated appropriately
                                                              order to help team           between leader and
                                                              members accomplish           member to achieve the
                                                              goals. Encouraged other      best team results.
                                                              team members to be
                                                              successful.

   Job Related Subtotal




                        Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                                                  8
MV9C004                                   Performance Assessment Review                                           2002
                                              PAR Committee Model
                               New Jersey Department of Military and Veterans Affairs
                                          Central Office - Manager Form
Employee Name                 Title                                       Rating Period
                                                                                       1 Sept 01 - 31 Aug 02
SSN                           Dept/Agency—Location



                              Section 3 – Computation and Conversion to Overall Rating


                                                     Computation
                Performance Factors                             Interim Evaluation             Final Evaluation
 Job Achievement Factor Subtotal
 Job Related Factor Subtotal
 Grand Total Points




                                         Conversion to Overall Rating
      1 – Unsatisfactory                    2 – Commendable                              3 – Exceptional
        (13-19 points)                        (20-32 points)                              (33-39 points)


                                       Interim Evaluation Rating                     Final Evaluation Rating
          Overall




                       Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                      9
MV9C004                                            Performance Assessment Review                                                                2002
                                                       PAR Committee Model
                                        New Jersey Department of Military and Veterans Affairs
                                                   Central Office - Manager Form
Employee Name                           Title                                               Rating Period
                                                                                                         1 Sept 01 - 31 Aug 02
SSN                                     Dept/Agency—Location



                                    Section 4 – Justification Sheet and Development Plan - Interim

Justification for Interim Evaluation




                                                              Interim Development Plan

         Specific Area(s) Identified for Development                                   Specific Action to be Taken by Ratee




I have reviewed Sections 2, 3 and 4 of this package and have had a face-to- Ratee Comments
face meeting with my supervisor to discuss the Interim Evaluation Rating,
Justification and Development Plan. This meeting was held on
_________________________ (Date).



  My signature indicates that I have been advised of these PAR elements.

           Ratee
             Date
  I __Agree __Disagree with the Interim Evaluation
  I __Agree __Disagree with the Justification
  I __Agree __Disagree with the Development Plan
                                                                                          (Use Additional Sheets as Necessary)
  My signature indicates that the Ratee’s positions have been noted.       My signature indicates that the Ratee’s positions have been noted.
            Rater                                                               Reviewer
            Date                                                                    Date




                             Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                                             10
MV9C004                                            Performance Assessment Review                                                                  2002
                                                       PAR Committee Model
                                        New Jersey Department of Military and Veterans Affairs
                                                   Central Office - Manager Form
Employee Name                           Title                                                 Rating Period
                                                                                                           1 Sept 01 - 31 Aug 02
SSN                                     Dept/Agency—Location



                                      Section 5 – Justification Sheet and Development Plan - Final

Justification for Final Evaluation




                                                               Final Development Plan

         Specific Area(s) Identified for Development                                     Specific Action to be Taken by Ratee




I have reviewed Sections 2, 3 and 5 of this package and have had a face-to-face Ratee Comments
meeting with my supervisor to discuss the Final Evaluation Rating, Justification
and Development Plan. This meeting was held on
_________________________ (Date)



  My signature indicates that I have been advised of these PAR elements.

           Ratee
             Date
  I __Agree __Disagree with the Final Evaluation
  I __Agree __Disagree with the Justification
  I __Agree __Disagree with the Development Plan
                                                                                            (Use Additional Sheets as Necessary)
  My signature indicates that the Ratee’s positions have been noted.         My signature indicates that the Ratee’s positions have been noted.
            Rater                                                                 Reviewer
            Date                                                                      Date




                             Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                                               11
MV9C004                                   Performance Assessment Review                                                    2002
                                              PAR Committee Model
                               New Jersey Department of Military and Veterans Affairs
                                          Central Office - Manager Form

 Employee Name                 Title                                           Rating Period
                                                                                            1 Sept 01 - 31 Aug 02
 SSN                           Dept/Agency—Location



                               Section 6 – Fact Sheet of Significant Performance Events


       Description of Significant Performance Event                    Rater Comments/Recommended Action




                                                              Ratee Initials    Rater Initials                      Date


       Description of Significant Performance Event                    Rater Comments/Recommended Action




                                                              Ratee Initials    Rater Initials                      Date


       Description of Significant Performance Event                    Rater Comments/Recommended Action




                                                              Ratee Initials    Rater Initials                      Date


       Description of Significant Performance Event                    Rater Comments/Recommended Action




                                                              Ratee Initials    Rater Initials                      Date



 Ratee Comments (Use and Attach Additional Sheets as Necessary)




                      Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                               12
MV9C004                               Performance Assessment Review                                         2002
                                          PAR Committee Model
                           New Jersey Department of Military and Veterans Affairs
                                      Central Office - Manager Form
   Employee Name       Title                                            Rating Period
                                                                                    1 Sept 01 - 31 Aug 02
   SSN                 Dept/Agency—Location




                                       Use this additional sheet if necessary




                   Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator                   13

				
DOCUMENT INFO
Description: Letter of Negative Employee Performance document sample