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Performance Review Report
|EMPLOYEE NAME: Gary Denver |DEPARTMENT: Manufacturing |
|POSITION: Plant Manager |DATE OF APPRAISAL: 29 March |
|APPRAISER’S NAME: Al Perez |APPRAISER’S POSITION: GM Manufacturing |
RATINGS:
5. OUTSTANDING: Performance is of an exceptional level and far exceeds the requirements of the position. Recognised as a role model.
4. EXCEEDS EXPECTATIONS: Performance consistently exceeds most requirements of the position. Performs above established standards.
3. ACHIEVES EXPECTATIONS: Performance consistently meets the requirements of the position. Performs with competence.
2. NEEDS DEVELOPMENT: Performance partly meets the requirements of the position. Improvement is required in more than one basic area.
1. UNSATISFACTORY: Performance does not meet the minimum standards of the position and is less than acceptable.
|LEADERSHIP |COMMENTS |
|RATING 1 |Gary’s leadership skills show need for improvement. He does not model high standards of |
| |behaviour for his team, and tends to blame others for failures to meet production targets. |
| |The Employee Opinion Survey results revealed staff morale problems in his area. |
|EFFECTIVE COMMUNICATION |COMMENTS |
|RATING 2 |Gary communicates clearly and concisely. His style is direct, and this can appear abrupt at |
| |times. He could improve this by seeking more feedback from his team members. |
|INTERPERSONAL RELATIONS |COMMENTS |
|RATING 2 |Gary develops and maintains good interpersonal relations with people from other departments |
| |by sharing ideas, information and effective approaches to issues. He could consider the needs|
| |of his team members more in order to develop a more productive work environment. |
|CUSTOMER SERVICE |COMMENTS |
|RATING 2 |Gary advocates a quality service approach to both external and internal customers, but tends |
| |to focus more on service delivery to external customers while ignoring the needs of his |
| |colleagues. |
|MANAGERIAL SKILLS |COMMENTS |
|RATING 2 |Gary delegates tasks to his team, but tends to abdicate responsibility for results. He pays |
| |little attention to the development of his people, and is consistently late in submitting |
| |performance reviews. His reports to management are also often late. |
|EMPLOYEE RELATIONS |COMMENTS |
|RATING 1 |Gary loses credibility when he disciplines his staff for lateness and absenteeism, as his own|
| |attendance record is far from satisfactory. He is perceived as an unfair manager. He tends to|
| |procrastinate in dealing with employee grievances, and with employees who are not performing |
| |well. |
|COST MANAGEMENT AND BUDGET ADMINISTRATION |COMMENTS |
|RATING 3 |Gary is effective in the management of costs associated with his area. He controls expenses |
| |and manages his budget efficiently. |
|PROFESSIONAL AND TECHNICAL SKILLS |COMMENTS |
|RATING 3 |Gary is competent in the technical and professional skills required in his role. He |
| |understands the technical components of his job, and is able to perform specialised work and |
| |accomplish complex tasks without asking for guidance or instruction. His methods can be |
| |inefficient, as he does not keep up-to-date with advancements in his area of technical |
| |expertise. |
|PLANNING AND ORGANISATION |COMMENTS |
|RATING 1 |Gary’s planning and organisational skills require significant improvement. He reacts to |
| |situations and problems rather than planning for them. He does not set priorities, and is |
| |therefore inefficient in his management of his workload. Despite several counselling |
| |sessions, he is continually late for work or often absent, particularly on Mondays or |
| |Fridays. |
|QUALITY ORIENTATION |COMMENTS |
|RATING 1 |Gary appears to have a low level of commitment to the principles and practices of quality |
| |management. He shows little attention to detail, and is ineffective in identifying errors or |
| |omissions. When quality problems are brought to his attention, he does not initiate action to|
| |rectify them. |
OVERALL PERFORMANCE RATING
RATING 1/2
Overall Comment: Gary’s performance is clearly most unsatisfactory. If he is to continue in his current position, he will need to show immediate and significant improvements in most areas.
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