EMPLOYEE PERFORMANCE APPRAISAL FORM INSTRUCTIONS Preparation Two weeks prior to the Performance Appraisal taking place the reviewing Manager/Supervisor should: Set a convenient time & organise a private place to conduct the Performance Development Appraisal Advise the Employee that it is time for their review and inform them of the time & place the Performance Appraisal will be conducted Complete Part 1 of the Performance Appraisal – Key Performance criteria as per the job description At the time of confirming the date of the appraisal, provide a blank copy of the Performance Appraisal Form to the Employee to prepare for the meeting. Advise the Employee that they should complete Part 2 of the Performance Appraisal Form prior to the Appraisal – rating their performance as per the scale provided. During The Performance Appraisal Form should be fully completed during the meeting with comments and signatures from both the Appraiser and the Employee/Appraisee. Post Original Performance Appraisal Form is to be given to Employee/Appraisee. A copy is to be forwarded to Human Resources to be retained on the Employee’s Personnel File. Performance Appraisal Form Page 1 PERFORMANCE APPRAISAL Employee/Appraisee Name: Time in Position: Position: Assessment of Performance Details: Reason for Review Performance Other (state reason): Appraiser’s Name Appraiser’s Position End of Probation (New employee/ Position) Employees Time Under Appraiser yrs Last Review Date Period Under Review ______________________ From: mths ________________________ To: Has performance improved since last review? Yes Unchanged No Not Applicable Record any changes to employee’s qualifications and training courses undertaken during the review period: Performance Appraisal Form Page 2 ASSESSMENT OF PERFORMANCE Part 1 - Key Responsibilities during Review Period Record Key responsibilities undertaken by employee during the review period Dates From To Key Responsibilities (refer to job description) Part 2a – Job Related Interpersonal Skills – 6 point scale Appraiser is required to rate the employee’s performance for each skill on a 6-point scale to ensure uniformity. The following definition of the achievement level rating is given: 0 Not Applicable To the employee’s job 1 Too Early To evaluate employee performance 2 Unsatisfactory Performance meets minimum acceptable standards in most instances but is unsatisfactory in some cases. Improvement is necessary. Detailed direction and frequent progress checks are usually required. The employee is normally in a learning phase or of questionable ability to meet job requirements. 3 Improvement Required 4 Good 5 Very Good Performance of most duties is adequate; Employee meets most standards in an acceptable manner. Some improvement may be necessary. Frequently may not complete specific tasks to required standard. May hesitate to undertake work outside their defined area of responsibility. Understands most duties and overall objectives of the job. The Employee is beyond the learning phase and is making some measurable contributions within limited areas. Performs all duties and responsibilities in a comprehensive manner. Little need for improvement to be considered fully adequate for the job. Infrequently may not complete specific tasks to required standard. Generally works independently. Requires infrequent progress reviews. Handles assignments in a professional manner and seeks out work in a related area. Makes contributions to the overall effectiveness of the business. Performs all duties and responsibilities in a thorough and comprehensive manner. Some duties are carried out in a superior manner. Efficiently uses time, staff and funds in carrying out specific tasks. Considered highly knowledgeable by superiors, peers and subordinates. Sought out for advice and assistance, consistently makes significant contributions to the overall effectiveness of the workplace. 6 Superior Performance Appraisal Form All duties and responsibilities are conducted in a thoughtful and judicious manner with little or no need for direction, resulting in outstanding contributions on a continuing basis. Typically accurate, timely, decisive and comprehensive in carrying out assignments and/or making recommendations. Recognised as an expert in their area of responsibility and frequently sought out for advice, counsel and direction. Actively seeks to expand scope of activity and assumes additional responsibility. Page 3 Employee Part 2b - Job Related Interpersonal Skills - Observation Rating Employer Achievement of Key Responsibilities (Refer to Part 1) COMMENTS: Job Knowledge Understands systems, costs, procedures and productivity requirements. COMMENTS: Communication Displays adequate communication skills when conversing with customers, management and co-staff. COMMENTS: Cooperation Does the required duties with minimum supervision, follows work rules and procedures and is willing to help others when required. COMMENTS: Sensitivity Displays actions that indicate a consideration for feelings and needs of others. COMMENTS: Attention to detail Handles both the small and large aspects of a task. Does not forget task items that need to be done and can be depended upon to have everything accomplished, relative to an assigned task. COMMENTS: Persistence When obstacles are encountered, stays with the task or plan until desired results are either achieved or are no longer reasonably attainable. COMMENTS: Adaptability Maintains effectiveness during work-related changes and is willing to assume new responsibilities. COMMENTS: Performance Appraisal Form Page 4 Problem Solving Uses disciplined approach when dealing with the problems arising from the position’s duties. COMMENTS: Quantity of Work Performs required tasks with minimum supervision, follows rules and procedures and is willing to do more than the position calls for. COMMENTS: Self-organisation Minimises areas of personal time wastage, plans and organises self, maintains an awareness of the relationship between activities. COMMENTS: Tolerance for Stress Displays a consistent performance when under pressure &/or opposition. COMMENTS: Part 3 – Areas for Improvement, Development and Training Identify the area(s) where training is required / recommended Action Plan – how can this be achieved Performance Appraisal Form Page 5 Identify mutually agreeable goals for the next review period General remarks, including potential for advancement Part 4 – Employee’s Comments/Report Part 5 – Employer/Managers Comments or Report I have reviewed the Performance Appraisal and agree to its content and actions: Employee’s Name Employee Signature Date Manager/Employer Name Manager/Employer Signature Date Next Review Due: Performance Appraisal Form Page 6