Houstonian Performance Evaluation Instructions: Salaried ...



Performance Evaluation Form Salaried (Exempt) EmployeesIf You Are the Employee Being ReviewedName: FORMTEXT ?????Job Title: FORMTEXT ?????Department: FORMTEXT ????? Evaluation Period: FORMTEXT ?? / FORMTEXT ?? / FORMTEXT ?? through FORMTEXT ?? / FORMTEXT ?? / FORMTEXT ??(month/day/year)If You Are the ReviewerName: FORMTEXT ?????Job Title: FORMTEXT ?????Date of Review: FORMTEXT ????? InstructionsFor each category listed on the following page, please assign appropriate ratings (see guidelines below) and provide specific examples of performance where possible for the year being reviewed. (If it is too difficult to provide examples for a particular category, please rate that category but leave the comments blank.)For the employee being reviewed, please complete this form and submit in advance to your manager as part of the self-appraisal process by FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? (date). For the reviewer, please complete this form, sign/date (and have the employee sign/date), and return to HR within 30 days of the employee’s review date. Performance Rating Codes/Guidelines1UnsatisfactoryBelow minimum job requirements—meets few, if any, of the minimum job requirements.2MarginalMeets some requirements, but fails to meet others—meets the requirements more often than not. 3Fully Satisfactory Consistent performance of required job duties. (Indicates that the employee is doing a good job.)4Exceeds RequirementsNormally exceeds what is considered fully satisfactory.5OutstandingAchieves results of exceptional value—consistently exceeds job requirements. (Indicates that the employee is consistently doing a fantastic job.) Name of the Employee Being Reviewed: FORMTEXT ?????PerformanceRating Code GuidelineJob Knowledge FORMTEXT ???Possesses working knowledge of all phases of the job and the various techniques and skills necessary for efficient completion of tasks. Remains up-to-date on changes/trends in technical knowledge related to job.Specific examples: FORMTEXT ?????Judgment FORMTEXT ???Ability to make sound and proper decisions by drawing on professional expertise with minimal negative effects on employee relations and/or departmental and company goals and results. Willingness to take responsibility for these decisions.Specific examples: FORMTEXT ????? Communication FORMTEXT ???Effectiveness of expression (to both co-workers and customers) in individual and group situations. Ability to convey ideas clearly and concisely, both verbally and in writing. Listens effectively. Responds to communication (voicemail, e-mail, etc.) in a timely and appropriate manner.Specific examples: FORMTEXT ?????Leadership FORMTEXT ???Demonstrates the organization’s leadership competencies (accountable; builds open, trust-based relationships; shows humility, integrity, and initiative; motivator; passionate; teachable). Understands and models the organization’s mission, vision, and values. Responsibly manages the organization’s resources. Exhibits maturity and openness in interactions with co-workers, shareholders, and customers. Builds effective relationships within the organization. Makes sound business decisions that benefit the team/organization. Devotes appropriate levels of time and energy to preparation.Specific examples: FORMTEXT ?????Adaptability FORMTEXT ???Learns new duties, approaches, or routines easily and is open to change in procedures. Responds quickly to changing circumstances, meeting customer expectations. Specific examples: FORMTEXT ?????PerformanceRating Code GuidelineDecision Making FORMTEXT ???Resolves problems effectively (based on facts, rather than emotions) and independently. Employs listening skills, if appropriate, to help make decisions.Specific examples: FORMTEXT ?????ContinuousImprovement FORMTEXT ???Participates in continuing education. Looks for ways to improve product/process. Takes advantage of training or professional development opportunities offered by the organization, if applicable.Specific examples: FORMTEXT ?????Planning and Organization FORMTEXT ???Establishes appropriate course of action for self (and others, if applicable) to accomplish goals; makes proper assignments of personnel; uses resources appropriately and sets realistic target dates. Follows up to ensure accurate and complete execution. Specific examples: FORMTEXT ?????Safety FORMTEXT ???Facilitates an environment conducive to safety.Specific examples: FORMTEXT ?????Accountability FORMTEXT ???Demonstrates ownership of departmental functions and contribution to overall organizational success. Accepts assignments with enthusiasm and delivers results within specified timeframes. Makes and keeps promises. Manages budget and follows proper financial procedures.Specific examples: FORMTEXT ?????Supervisory Responsibilities (if applicable) FORMTEXT ???Delivers clear expectations for employee performance and provides necessary resources. Exhibits maturity and openness in interactions with co-workers. Builds effective relationships within the organization. Makes sound business decisions that benefit the team/organization. Participates in the performance evaluation process in a timely fashion and develops employees. Ensures self and direct reports are aware of company-sponsored training opportunities and holds self and direct reports accountable for attending mandatory training.Specific examples: FORMTEXT ?????For the employee being reviewed, list outstanding qualities demonstrating overall effectiveness over the past year. FORMTEXT ????? Describe the most important activities the employee could do to improve or increase overall effectiveness for the upcoming year. FORMTEXT ?????Please specify goals and a training plan to achieve those goals during the upcoming year.Goals: FORMTEXT ?????Training Plan: FORMTEXT ?????Accomplish by What Date: FORMTEXT ?????Reviewer Signature: FORMTEXT ????? Date: FORMTEXT ?????*Employee Signature: FORMTEXT ????? Date: FORMTEXT ?????Name of the Employee Being Reviewed: FORMTEXT ?????*The employee signature indicates that the performance evaluation conversation took place, but not necessarily full agreement with the results of the evaluation. ................
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