15 OCT 2009 A-Team Employee Appraisal Guidelines Purpose All A-Team personnel will receive an annual evaluation (1 December to 30 November) in accordance with the Letter of Agreement between the corporate members of the A-Team (Attachment A). This evaluation will be completed by their supervisor and recorded on the A- Team Employee Appraisal Form (Attachment B). Guidance These guidelines will be posted on the SAFTAS web site. Managers will review them with each new member of the A-Team within the first ten days of employment. The initial appraisal period begins with employment and normally continues to the end of that annual appraisal period. If this does not allow for at least three months of supervision then the initial appraisal period shall continue to the close of the next annual appraisal period. Team members will be evaluated by their Directorate Support Managers (DSM) except in isolated instance where that position is unexpectedly vacant. These instances will be handled on a case- by-case basis, but will insure that the resulting appraisals reflect a minimum of three months of direct supervision by the rater. Managers will rate team members according to the A-Team standards for Responsiveness, Quality of Work, Innovation, Job Knowledge, Communication Skills, Interpersonal Skills, and Business Conduct. Supervisory Staff will also be evaluated on Management Skills and Employee Relations. In addition to these criteria all A-Team members will receive an Overall Rating. Managers will also record specific performance comments in each rating area using a bullet format. Narrative comments will be entered in the Manager Comments section. These comments should reflect team member contributions across the entire rating period, and must include mention of all employee awards such as Contractor of the Quarter and A-Team Spot Cash presentations. Team Member comments are encouraged in the Employee Comments section, but not required. Each team member is encouraged to keep her/his manager aware of her/his performance through out the evaluation period. Both the manager and the team member will sign the appraisal form. The manager’s signature indicates that she/he has evaluated the team member using the A-Team standards, discussed the evaluation with the team member, and provided the team member the opportunity to include written comments on the form. The team member’s signature acknowledges that she/he has reviewed the appraisal with her/his manager and was given the opportunity to include written comments. 15 OCT 2009 Standards The A-Team is made up of talented individuals respected for their initiative and expertise. The team standard is excellence and that excellence is evidenced in every facet of our support to the client. Each area of job performance and personal contributions to team efforts is rated on a three-part scale: Exceeds Standards, Fully Meets Standards, Needs Improvement. Fully Meets Standards is the expected and most often achieved rating for all team members. Exceeds Standards (E): Team member consistently performs above the A-Team standard for producing innovative, accurate and timely results. Client praises the member’s initiative and thoroughness citing specific examples of exceptional performance. Fully Meets Standards (FM): Team member consistently performs to the A-Team standard for producing accurate and timely results. The member displays initiative. Needs Improvement (NI): Team member performance is below standards and indicates the need corrective action. Rating Areas (All) Customer satisfaction is the driving factor in all areas. There are “Example Behaviors/Ratings” following each rating area. These are representative of a range of behaviors that can be associated with specific ratings and are not intended to be all-inclusive. Responsiveness: Anticipates and follows client direction with proactive, logical, and effective actions. Anticipates and accommodates cyclic surges and lulls. Projects and tasks are completed early or ahead of time. Example Behaviors/Ratings: Team member receives client recognition for initiating unsolicited process analysis that improves productivity. (E) Team member’s response to a request for a program analysis is accepted without change. (FM) Team member’s response to a request for a program analysis requires an extension because team member has not budgeted time properly or because her/his initial plan was not sufficiently tailored to the requirement. (NI) 15 OCT 2009 Quality of Work: Work is of the highest caliber. Leads in identifying issues and providing timely recommendations. Example Behaviors/Ratings: Team member uses “reach back,” A-Team assets to augment current office procedures. (E) Team member provides timely solutions for process. Team member consistently meets client expectations for quality. (FM) Team member suggests processes and tools that are not suited for the task at hand. Team member fails to meet client expectations. (NI) Innovation: Improves processes through use of Information Technology, technology tools, Best Practices, and other innovations. Example Behaviors/Ratings: Team member introduces new concepts that cause the client to adopt new processes. (E) Team member develops improved methods and procedures to support client needs. Team member looks for ways to streamline existing processes. (FM) Team member relies on existing processes to meet client needs. Team member resists efforts to update current procedures. (NI) Job Knowledge: Understands and applies skills related to position. Exhibits initiative to expand job knowledge through course, classes, seminars, and readings. Example Behaviors/Ratings: Team member is accepted subject matter expert. Team member’s understanding of issues leads to identification of developing trends. (E) 15 OCT 2009 Team member meets all deadlines and comprehensively addresses all issues. (FM) Team member’s products are “scrubbed” before acceptance. Team member adversely affects office productivity. (NI) Communication Skills: Recognized for effective oral and written products. Skilled in word processing and presentation software. Example Behaviors/Ratings: Team Member is chosen for final review of key packages before submission. Team Member is chosen to brief projects to the front office (E) Team Member prepares final products without need for technical assistance. (FM) Team Member’s needs considerable help to prepare briefing slides. Team Member cannot prepare her/his own packages. (NI) Interpersonal Skills: Identified as team-player who fosters integration and efficiency Example Behaviors/Ratings: Team Member’s advice sought by colleagues. Team member receives client recognition for efforts to enhance office morale. (E) Team Member is seen as a value-added contributor for office projects. (FM) Team Member routinely voices negative attitudes concerning participation in client social functions. Team Member has a reputation for preferring to work alone. (NI) Business Conduct: Adheres to client and A-Team high standards for professionalism and integrity. It is not possible to exceed A-Team standards in this area. Example Behaviors/Ratings: 15 OCT 2009 Team Member is recognized for her/his professionalism and integrity. (FM) Team Member violates client’s trust. (NI) Rating Areas (Managers) Management Skills: Establishes and maintains effective and productive relationship between client and the A- Team. Communicates and effectively delegates as appropriate to achieve client and corporate goals. Example Behaviors/Ratings: Manager receives client kudos for anticipating and meeting organization needs. (E) Manager consistently fosters clear lines of communication. Manager picks the right person for each tasking. (FM) Manager fails to anticipate or meet client expectations for support. Manger provides insufficient guidance for team members that results in inadequate team performance. (NI) Employee Relations: Manages employees to achieve performance objectives while maintaining and enhancing positive morale and motivation. Example Behaviors/Ratings: Manager motivates team members to exceed client expectations through effective mentoring and recognition efforts. (E) Manager establishes a positive work environment that fosters team productivity. (FM) Manager does not adequately address morale or motivation issues. (NI) Overall Rating The Manager will determine an overall rating for the member. Example Behaviors/Ratings: 15 OCT 2009 Exceeds Standards (E): Team member consistently performs above the A-Team standard for producing innovative, accurate and timely results. Client praises the member’s initiative and thoroughness citing specific examples of exceptional performance. Fully Meets Standards (FM): Team member consistently performs to the A-Team standard for producing accurate and timely results. The member displays initiative. Needs Improvement (NI): Team member performance is below standards and indicates the need corrective action. Senior, Company Representative Signature After thoroughly reviewing the appraisal the A-Team’s senior representative from the team member’s parent company will sign the appraisal form.
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