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Sample

Performance Evaluation Formats

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VALUING THE WORK OF THE TANGATA WHENUA , COMMUNITY AND VOLUNTARY SECTOR

RESOURCE 5 - SAMPLE PERFORMANCE EVALUATION FORMATS

CONTENTS

• Sample Performance Appraisal Format (1) • Sample Performance Appraisal Format (2) • Sample Performance Appraisal Format (3) - Appreciative Inquiry • Sample Performance Self Appraisal

The CD provided with this resource provides the following material in electronic form so that you are able to download the files and adapt them for your own use. The information provided in this resource presents an outline of some legal requirements and is not intended as an interpretation of the law. Employment law is constantly changing. For updates go to www.ers.dol.govt.nz and www.legislation.govt.nz For updates to this resource see the Workplace Wellbeing Project website: www.communitycentral.org.nz/workplace-wellbeing

SAMPLE PERFORMANCE APPRAISAL FORMAT (1) [Organisation Name] Performance Appraisal Form

Appraisal Period: From:.......................................................... To: ..........................................................

Employee Name: ................................................................... Title: .......................................................... Previous Appraisal: Review goals and objectives from the previous appraisal. 1. Service Understands and responds to client needs. Reacts to the issues with a problem solving attitude. Delivers services in a way that reflects positively on the organisation. Unacceptable / Needs Improvement / Meets Expectations / Exceeds Expectations Comments:

2. Job Knowledge Demonstrates and maintains current job knowledge and skills necessary to perform job effectively. Unacceptable / Needs Improvement / Meets Expectations / Exceeds Expectations Comments:

3. Judgment Identifies problems and is open to new and different solutions. Follows up on problems and helps to bring about solutions. Unacceptable / Needs Improvement / Meets Expectations / Exceeds Expectations Comments:

4. Reliability Meets deadlines in the absence of close supervision. Demonstrates flexibility and willingness to take on difficult responsibilities. Unacceptable / Needs Improvement / Meets Expectations / Exceeds Expectations Comments:

5. Quality & Quantity of Work Meets expectations for quality of work. Successfully completes an adequate volume of work on a timely basis. Unacceptable / Needs Improvement / Meets Expectations / Exceeds Expectations Comments:

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6. Interpersonal and Communication Skills Effectively receives and conveys ideas orally and in writing. Productively participates in meetings. Unacceptable / Needs Improvement / Meets Expectations / Exceeds Expectations Comments:

7. Teamwork Establishes and maintains effective working relationships with others. Makes suggestions regarding how to improve the efficiency and effectiveness of the team. Unacceptable / Needs Improvement / Meets Expectations / Exceeds Expectations Comments:

8. Job Description Review and discuss current job description. Comments:

9. Resources Check current resource levels and training requirements.

10. Overall Rating Unacceptable / Needs Improvement / Meets Expectations / Exceeds Expectations

11. Future Goals and Developmental Objectives List specific goals for the next appraisal period.

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SAMPLE PERFORMANCE APPRAISAL FORMAT (2) Name: Position: Anniversary Date: Period that Evaluation Covers: Evaluated by: Section One: Job Review the job description and the overall purpose of the position. Examine the key tasks and the employee's performance in each area, and what the position is expected to accomplish. 1. Job Knowledge Does the employee have adequate knowledge and a clear understanding of all procedures related to their current job, so they can perform it to the required standard? 2. Time Management Does the employee's quality of work meet the requirements of the job? 3. Quality of Work Does the employee's quality of work meet the requirements of the job? 4. Quantity of Work Does the employee's quantity of work meet the requirements of the job? Section Two: Teamwork 1. Cooperation Does the employee demonstrate cooperation and willingness to work with all staff, and others outside the organisation? 2. Participation Does the employee contribute ideas and support to other workers and demonstrate commitment to their tasks? 3. Supervision/Leadership (as appropriate to position) Does the employee provide appropriate coaching and leadership to less experienced staff or trainees? Section Three: Personal Qualities 1. Problem solving Does the employee demonstrate effective problem solving capabilities and use logic to solve problems? 2. Initiative Does the employee show the use of initiative by originating ideas and making things happen? Are they self-starting? 3. Communication Does the employee communicate effectively with other employees and the committee, both written and verbally? Does their phone manner meet the requirements of the service? 4. Customer Service Does the employee demonstrate good customer service and awareness at all times? Section Four: Comments Comment on overall performance results achieved in the evaluation period. Consider targets set at the last evaluation meeting; have they been met; if not, why not? Employee comments:

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Section Five: Professional Development Describe the employee's future development plans; education requirements; priorities; goals and planned achievements for the next review period. What support will the employer commit to these plans? Section Six: Performance Targets Set targets for the next time period, bearing in mind any difficulties faced in the past. Section Seven: Signatures of evaluator/s and employee, dated Date of next evaluation

SAMPLE PERFORMANCE APPRAISAL FORMAT (3) - APPRECIATIVE INQUIRY An Appreciative Performance Appraisal Conversation Reflect on your job performance over the past year. A. How are you doing? 1. Considering all of your objectives, what are you proud of, what have you accomplished, and what are you doing that works? Give yourself credit for every little thing you do that brings you a feeling or demonstration of success, to even the smallest degree, in any work situation. Be specific, as in "When I was patient with Jack at the staff meeting, when I listened to him without interrupting even though I disagreed with him." 2. What contributed to those successes? 3. What caused those things to work? 4. What has allowed you to do your best work? (Consider your team leader, team, organisation and practice overall, clients, circumstances, physical situation, and opportunities.) B. How have you changed? Think about yourself at the beginning of the year and the person you are today. 5. How have you changed? Again, give yourself credit for every little improvement in your professional competencies or personal effectiveness. 6. What did you do that helped you improve? The activities may have occurred at work, home or in the community. C. Beyond your job description 7. Now think beyond your given objectives. In your work at XXXX and as a member of a greater community, what achievements, accomplishments, or activities are you proud of? D. Becoming even more effective 8. To make yourself even more effective in the future, what do you want to continue to do, do more of, do better, or do differently? 9. Of all the items listed and described above, which are the ones you are inspired to act on? (This is where your team leader can help prioritize your objectives.) 10. What support within the organisation do you have to do the things you identified in Question 8? (Money, time, training, access to subject matter, experts and support staff, equipment, materials, etc.) 11. What resources do you have outside the organisation? This is where your team leader can help in making sure you have what you need to succeed.) Source: Appreciative Inquiry Commons website: http://appreciativeinquiry.case.edu

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SAMPLE PERFORMANCE SELF APPRAISAL A copy of the self-appraisal form should be given to the employee at least a week before the meeting to fill out and return. The purpose of the performance evaluation meeting is to enable you to discuss, with your employer, your job performance and your future. The discussion should aim to develop a clearer, shared understanding of: • • • •

The purpose of your position within the organisation Your objectives and tasks Standards or targets for measuring your performance Your training needs and future prospects.

Completing this form will assist you in preparing for this, and will also help you focus on the matters you wish to discuss. You may wish to show this form to your employer. This will give them time to consider your problems and suggestions. If you do so, it will not be copied or filed without your express permission. You will be given the opportunity to read the evaluation report prepared by your employer, and you will be able to add your comments and sign the report. Please bring to the evaluation meeting: - your current job/position/role description - your current work plan 1. (circle appropriate answers and comment below) a) Do you have a current job/position/role description b) Do you have a current action plan? c) Do you understand all the requirements of your job/position/role within the organisation? d) Do you have regular opportunities to discuss your work and action plans? e) Have you accomplished the improvements agreed with your employer which were made at the last evaluation meeting?

yes / no yes / no yes / no yes / no yes / no

2. What have you accomplished over and above the minimum requirements of your job/position/role description in the period under review? Have you made any innovations, changes, improvements? 3. List any difficulties you have in accomplishing your work. Were there any obstacles outside of your control which prevented you from performing effectively? 4. What particular parts of your job/position/role interest you the most? Least? 5. How do you feel you have carried out the main tasks for which you are responsible? 6. Which tasks could have been performed more effectively? 7. What, if any, were the reasons preventing you from being more effective in these areas? 8. What tasks do you feel you have performed particularly well and why? 9. What areas, if any are unclear to you in the job/position/role? 10.What extra help or guidance do you feel you need to accomplish this job/position/role more effectively? 11.Have you any skills, aptitudes or knowledge which are not fully utilised in your job/position/role? If so, what are they and how could they be used? 12.Additional remarks, notes, questions or suggestions you may wish to add: Do you have any particular goals or objectives which you would like to accomplish during the next appraisal period? If so, please outline.

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