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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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