1021 <9 scan “ein, AN Canals TK LXE semen ‘Angus 184, 2014 “To Whon Bt May Consume lyn Sith sae am employee Fr the Town of Yenon forthe prevom Sour gears. Date enor wth the Scmmer Fa Program, Kathys oven ob value at to or Kas. She canton proses he aha ‘working. consentous, sl organiza acd, Kaitlyn started at an employee in our Parks Depaetment and Ihaslocena Play Leader for aur Sumer Fun Progam dealing with 50-6 chaldren cna daily bass, forthe past tv gear. She acted as an asitan o the Coordinator and wassoley rexpansble fra group children aged S11 diy sis. Kayes creatives wa realy preinted daring he planning ond implementation phass af the progean ower the summer months Kaitlyn has admirable communication skills, a fan and caring perscaiiy and the ability to led andl ssapsrvise 1 large group of children. Kaitlyn innagnative oir wd kind natn mathe I eve by nay ‘the ciliren se established close bonds wit each individual over the summer. She had tue desing ‘with cant whether it was with children, parents or Sllow staffanembers. Diligent and rable, Kaitlyn ‘ara vale asset to-0u" fam, be coning, Kallyn dgplayed a trenmendous acerll ability to commeet and work with hidren at the Bamener Fan Prograns The’ Town of Veron wen have no aes hing Katy for any itr employment ad if you have un Farther question, pleme fel resto contact myself at TAOS 4308 or the Director of Comnmunaty Services, Se ell a8 780-581-2405, Sincerely, Summer Pun CoondinatorEmployes Evaluation namelA cities SECTION “GENERAL PERFORNIANCE STANDARDS pote aly 17048 Commie eoch standard separately, Mark an Xin the appropriate tox which most reflets the evaluator’ response. A substand performance eating on any performance standard must be supported by speatic coment tn the space provided. Use addtional sheets If necessary. 4.108 KNOWLEDGE, SKILS, AND ABILITIES: The employee demonstrates the knowledge, sil and lites necessary to perform werk satisfactorily, [ Boss nothave the bane ‘nowiedge, skills onc abitties | and abities to pertarm work ta pectorm work satistactanily, | stlsfactorily as the basic Fnowkede, sills, Ties enceplioralinowiede, skills, and abtities to perform ‘work, f CITE So, ‘eampletion of work 2, QUALITY OF WORK The employee demonstrates accuracy, attention to detail and effectiveness in Works sometimes neccurate or incomplete; fais tomaet epartmantal standards, OMENS: ‘Wark is vavaly acsurate a thorough; work meets Geparimental standards. het | can trust you with tre Crileren, into this Jab for thie rst time, you have fit in perfectly nth ai ofire enowiedge,, Shits, m GOIIAIES expeekatons Work i consistently of ‘excellent quality, aceuracy, and ‘detail. Y Nou mane 9 great noe made for the younger gins, tL apprecattCOMMENTS You are able 0 TEN wR WEN You are onay, & wren ahere HESSEN On issue wien the children | appreciate thot 5. WORK RELATIONSHIPS: The employee possesses the ability to maintain effective and productive ‘working relationships with fellow employees, supervisors and the public, Has rouble getting along with | Hae a gonorally posiive Eicecdh departmental ‘other employees, supervisors, | approach in assisting others; | standards; highly cooperative; and the public: maintains effective working | yeorks hard to promote positive ‘elassonshlass meets work relationships. departmental standards. v COMMENTS: Boing neue # ares MK mF Program, you have Gio soonderfully 7. SAFETY: The employee adheres to the rules and regulations to ensure safety standards are met. Follows safety rules and meats | Exceeds deparimental Falls to fellow safety rules and ‘departmental standards. standards for safety. regulations; falls bolow dopertmental standards. COMMENTS T feel confident nat you are AMOS Supervising to TH best oF your abilityPAGE | TOWN OF VERMILION EMPLOYEE PERFORMANCE RATING FORM Employee Name: oiddopos Sushi Postion Olay Leade APOSE: ' purpose of this performance rating form VOT to degrade or criticize the employee, HELP: OR ASSIST tho individual in reaching thoir ‘maximum pariarmanca patanial HELP the ielwidira! determine where they are in their job, in comparison fo the expectations of the CLEAR UP any areas of concem, Dy ether ne ‘employes or the employer, AND 70 encourage communication betwoon staff ‘and management. goal of both the employee and the employer ‘make the Town a better place to work and If tho amployee is satisfied with their job ancl vs working for the Town, ultimately the Town >enefit from their éatiefaction and vice versa. reviow is to bo completed by the employee's sdlate supervisor and is 10 be signed by the ‘wWisor and employes. It is an assessment of performance over the past twelve months. The following rating scale ie used and de under each factor, using the foriowing catego —& - EXCELLENT VG - VERY GooD S$ = SATISFACTORY. 1D - IMPROVEMENT DESIRED 1& = IMPROVEMENT ESSENTIAL This explanation is a guide and may not « every circumstance. Circio the point that has been selected. explanations may be entered in the space | ae additional comments, The assessment within each factor must be f against the requirements of the position whic: employee Is presently occupying at the tin rating. An overall evaluation Is given at the and o. review, along with a suggested perform Improvement pian. A copy of the employee's performance evalu: will be given to said employee 48 hours pri the face to tace appraisal meeting. If disagree with ary rating, please try to justily ‘pinion to your supervisor in the face to ‘appraisal meeting. Please use the margin ‘make any additional comments, if so desired. Otherwise, enjoy the praise and be open to thi constructive crittciem.PAGE QUALITY OF WORK - Considers neainess, accuracy, dependability of results, and utilization of policies, procedures and standarels, EXCEPTIONALLY NEAT, accurate and depesudabte at all times without help. Consistently takes tuto aceoun polices, procedures and standards wish the goal of taking your work 1 « higher quality level. USUALLY ACCURATE anc neat with ménimal errors, occasionally checks with established policies, procedures an standards to ensure thetr being met. USUALLY ACCURATE with some help, refers tess often to poltetes, procedures and standarcts fo maintain standard RARELY ACCURATE without help, work requires regular checking, frequent errors, haily ever follows policies, procedures an standards NOT ACCEPTABLE, work needs to be redone, cannot be relied upon, fails to follow policies, procedures and standards, DITIONAL COMMENTS: . as job nici QUANTITY OF WORK - Considers amount of work dene and the prompmess of which it is completed. ———_— PRODUCES EXCEPTIONAL amount of work compared (0 others who have done or are doing your jo, consistently on time or early for deadlines on work ascigiiments, willingly accepts and aasists others in covtpletion of workload when required. PRODUCES ABOVE AVERAGE amount ofwork compared to others wha have done or are doing your job, usually meets deadlines with very lie kelp andor reminders PRODUCES AVERAGE amount of work compared to others who have done or are dfaing your job, usually meets CAREPUD:exaty tear pot imprest ute cémsteiior con teh lolita aft be he won GENERALLY leaves a satisfactory personal image. Ordinarity keeps work area fairty neat and safe 1 SOMETIMES not conscientious enough abou the personal tmage left. Work area has a tenddency to be careless ane luitidy, Occesionaily creates an unsafe working environment, VERY uniidy, leaves an tajavourable impression. Work area ts disorderly, untidy, dangerous and/or unsafe, \DITIONAL COMMENTS: YOu have, COSiSABALY Cone 40 woe AppusoriAtely drosgy 0 SpCre wAS A Lie Messy helwern you S gicis4 volieteers INTERPERSONAL RELATIONSHIPS - considers your relationship with your supervisor, coworkes subordinates, rapport with Council, Committees, Boards and your attitucle towards customers. EXTREMELY SOCIABLE, excellent at establishing good will, has a marked talent for resolving conflict and eating. effectively with other employees and customers. Consistently cooperative and supportive of others, Keeps ‘relevant people informed of progress of work and possible problems. Is well liked and respected and demonstrates Proper rappon with Supervisor, Council, Boards and customers. ) eRY SOCIABLE end oubzoie,usialy yer pole and ling obey demonsrtes en approve ane expected Cee ae tat eet iate ene teense WARM, FRIENDLY, SOCIABLE, agreeable and pleasant, exercises adequate interpersonal skill, matkes vs effort to get along with others. APPROACHABLE, FRIENDLY ance kniown hy others, demonstrates a below average level of interpersonal stills, sometimes tactless, works around supervisor rather than through the aupervisan, not very cooperative and supportive of others VERY DISTANT AND ALOOF, fails to exercise principles of teamwork, lacks cooperation ind or courtesy, Unacceptable tevel of interpersonal skills which includes rapport with Council, Committees, Boards and customers. Bint and antagonistic. DITIONAL COMMENTS: ppy wc ones =PAGES PLANNING/ORGANIZATION (if applicable) ~ considers prioritizing, organizing and planning workload, attention to detail, and accessibility of files, records, and key documents by others. As well anticipating and solving problems in advance. CONSISTENTLY prioritizes, organizes and plans workload efficiently and effectively, pays close autersion 10 deral Files, records and key documents ave very easily and readily accessible By others. Continually trying to anticipate an solve problems in advice. USUALLY prioritizes. organizes and plans workload efficiently and effectively. usually pays close attention to deta Files, records and hey documents aye simple and readily accessible by others. Usually ties to anticipate and solv problems in advance. ADEQUATELY prioritizes, organizes and plans workload, taking tuo account detail. Files, records and ke ‘ocuments are accessibfe Dy others witout 00 mach dificulty. Generally (res f0 antletpare and solve problems t advance. USUALLY wmabie 10 prioritize, organtee and plan worktoad, does not take into account detail. Fites, records and ke documents are not 30 easily and readily accessible by others. Seldom tries to anticipate and solve prablems in alvance. OFTEN unabte to priortize, organize and plan worktouc, has linte regard for detail, Piles, records and key document arediffcul to access andl are not readily available by others. Rarely tres to anticipate and solve problems in advance. DITIONAL COMMENTS: Noxie cxccespert, S aWunys Bulee Cb on tices & crsesiet ani Are we organise = : : opts bac EFFICIENCY/COST CONTROL (if applicable) - considers finding and acting to reduce inefficiency the organization, minimizing or eliminating unnecessary procedures and time wasters, as well mneering your budget objectives. CONSTANTLY finding and acting to reduce inefficiency in the organieation, consistontly evaluating procedures te mininize antor eliminate time wasters, consistently meets budget objectives. REGULARLY fisding and acting to reduce inafficiency in the organisation, regularly evaluates procedures te ‘minimize and/or eliminate time wasters, regularly meets budger objectives. USUALLY finds and acts to reduce inefficiency in the organization, occasionally evaluates procedures to minimice andor eliminate time wasters, usually meets budget objectives. SELDOM finds and acts to reduce inefficiency in the organization, seldom evaluates procedures to minimize and/or ‘eliminate tine wasters, has a hard time complying to budget objectives. RARELY finets and acts to reduce inefficiency in the organization, rarely evaluates procedvres to minimize andor eliminate time wasters, rarely meets budget objectives NW DITIONAL COMMENTSPAGES ATTITUDE AND CONFRONTATION - Considers attinle towards others and your job. considers how well you handle confrontations and difficult people. EXCELLENT aitiucte towards others and job, consistently helpful, cooperative and appreciative Han confrontations and dificult people very tactfully and discreet ) VERY GOOD atitade towards others and job, regularly helpful, cooperative and appreciative. Han confromarions ane dificutt peopte very well, usually tacit and courteous. MAINTAINS an appropriate auinude rowares others and job, usualy helpful, cooperative and appreciative. Trie handle confrontations and difficult people in a polite and racial manvser. SOMETIMES demonstrates an inappropriate attitude towards others and/or job, reluctant to cooperate and be het, ‘of others, and sometimes demonstrates a negative altitude towards job. Orcasionally tactless when hand Confrontations andl dificult people. REGULARLY demonstrates an appropriate atinede towards others andlor job, very unwilling to cooperate aia helpfit of overs and regudarly demonttrares «negative altitude fowards job Often tackless when hat, confrontations and difficult people DITIONAL COMMENTS: | Aco iery Dapp Y Cit UNG cespansibiiiy you've py te > PAreNtA Anan’ conbuc EMOTIONAL CONTROLJENERGY LEVE! your energy level as required by your job. Considers how you handle crisis, emotional upset CONTINUALLY upbeat ancl very stable emotionally, takes a lotto get upset, very cake, Handles erists sitwations & ‘ermotional upset extremely weld. Excellent health, comtinuadly ful of energy. USUALLY updeat and stable emotionally, doesn't get worked up easily, usualy very calm. Handles crits sitar ‘and emotional upset very well. Energetic, seldam tires. GENERALLY stable and upbeat emotionally, generally calm and in contyol of emotions. Handles erists situations 6 ‘exotional upset generally well with sania help. Meets physical and enargy requirements of th job, OCCASIONALLY fies off the handle, gets emotionally upset easily, Hac diffculty handling crisis situations and ‘emotional upset. Frequently tires aed is slow CONTINUALLY flying off the handle, can’t handle emotional upset or crisis situations, Tires easily, is weak and sluggish. MTIONAL COMMENTS:PAGET COMMUNICATION SKILLS - Considers verbal, written and listening comnunication skills, CONSISTENTLY communicates verbally and written tt a clear, concise, direct, honest and tactful manner. Lister faitentively. demonstrates sincere interest and consistently ensures that you have understood properly. Consistent ‘uforms appropriate people on a timely basts regarding deetsions and/or changes. USUALLY communicates verbally and written in a simple direct language, clearly and in a tactful manner. Takes tin ‘listen t0 what the other person is saying with interest and takes their comments or suggestions sincerely, Regular ‘informs appropriate people on a timely basis regarding decisions andor changes. TRIES TO communicate both verbalty and written in a clear and direct manner. Listens to what the other person 1 saying, and usually makes sure that you have understood them properly. Usually informs appropriate people on atimel basds regarding decisions andor changes VERBAL communication, somerimes rambles ov over-explains, usually gets 10 the point with some dhelp. Write communications sometimes contains improper use of gyammar aid documents are not proofread careful enough Sometimes cuts people off wien they are trying 10 rade, sometimes does not listen tO detail and misinterprets things ‘Sometimes forgets inform appropriate people regarding decisions and/or changes. VERBAL communication, seldom gets to the paint, communicates with inappropriate language. Wrtte communication skills reflect an inappropriate personadity and use of the english language. Usually cutting people of ‘when they are ying to tak, usually don't Tieton anentively enough, which lead to misinterpretation. Usually forget. ‘0 inform appropriate people regarding decisions and/or changes. DITIONAL COMMENTS: au Yeh som sincere intecest! RESULTS: 1) considers how well you accomplished yo ‘objectives set forth "on Your. performan improvement plan. considers how well your meeting your job requirements. Continually excceding expectations of job % pect oi eS peti, = Accomplished all the objectives see forth on yo performance improvement plan. VG — “Accomplished most of the abjectives set forth « Continually sriving hard ro accomplish more than pat vt Jour performance improvement plan, AA RENEE. S “Accomplished and/or tried some of the objeciv a en ee se1 forth on your performance improvement plan. Meeting a aapeceed jek ~D le effort put into trying fo accomplish any oft ‘objectives set forth an your performam. ‘improvement plan no effort put into Trying (@ accomplish any of objectives "ser forth on your” performam. Improvement plan. + Bélow average on a few of the expected job requirements. az = Aran unacceptable level of meeting your expected job requirements. YJONAL COMMENTS: S06 A PEAKE 46 have a A gees onto Summe Me 2A winders . Siu \ noe cons es clPAGE2 TOWN OF VERMILION OVERALL RATING careful revtew of the performance fuctors you have earned the following overall for this appraisal period: ae iemining your overall rating, each category is "at a different weight for various types of Therefore, there is no average or point system ‘areas evaluated in determining your overall Below is the explanation and meaning of ing: XCELLENT: Your work was outstanding in all areas. You're the kind of person who will be organization growing and successful. We ‘ze and appreciate your exemplary consributions. ‘ERY GOOD: Your work has been consistently average in most areas, While you have a few 9 work on, we appreciate your commitment and ution. TISFACTORY: Your work generally met the ds in most areas and you are fulfilling the basic menis of your job, Continue your efforts and sork together to help you tap more of your 1. "PROVEMENT DESIRED: Your work is not up performance standards. While you performed bly in some areas, your performance was below in too many critical ones. You have 90 days to ‘ur evaluation to “satisfactory” or above, and at ea grid movement will be reconsidered. ‘PROVEMENT ESSENTIAL: Your work is far te performance standards in the critical aspects job. You will be permitted to stay in your job for a 90 clay probation. If, in this time, you ‘ur evaluation 10 a “satisfactory” or above, you lowed 10 remain with dhe organization with 10 nt on the grid. If you do not raise your your employment may be terminated, REVIEWER’S COMMENTS: REVIEWER°S SIGNATURE: DATE: “NOTE: — Your signature below does necessarily indicate agreement with the appre ony that it has been discussed with you. You obliged to acknowledge the appraisal if supervisor has discussed ét with you EMPLOYER?’S COMMENTS: . mae 2 CAtASHC ey EMPLOYEE SIGNATURI Web. y DATE: Avcyo zPAGE| TOWN OF VERMILION EMPLOYEE PERFORMANCE RATING FORM Employee Name: \Seithayes Ssist —— iawn Giiecany Case Kancccy Date: Pugpst 15,2014 Dept Swarcmcnee Kix POSE: purpose of this performance rating form IOT to degrade or criticize the employee, to: HELP OR ASSIST the indvicual in reaching their ‘maximum performance potential: HELP the individual determine whore they are fn their job, 1 comparison to the expectations of the pee; CLEAR UP any arens of concem, by either the ‘omployoe or th empleyer, AND 10 encourage communication betwoon staih land management. goal of both the employee and the employer make the Town a better place to work and Ifthe employee is satisfied with their job and ye working fer the Town, ultimately the Town denetit from their satisfaction and vice versa. review is to be completed by the employee's ediate supervisor and is (0 be signed by the nvisor and employee, It ie an aesossment of performance over the past twelve montis. y The following rating scale is used and defin, under each factor, using the following categorie: © - EXCELLENT VG - VERY GooD S$ = SATISFACTORY 12 - IMPROVEMENT DESIRED 12 - IMPROVEMENT ESSENTIAL This explanation is a quide and may not cov ovory circumstance. Circle the point that has been selected. A oxplanations may be entered in the space list ‘as additional comments. The assessmant within each factor must be ma: against the requirements of the position which ‘employee is presently occupying at the time rating. An overall evaluation is givan at tho ond of t raview, along with a suggested performan Improvement plan. A copy of the employee's performance evaluath will be given to said employee 48 hours prior tho face to face appraisal meeting. It disagree with any rating, please try 10 justly yo pinion to your supervisor in the face to ta appraisal meeting. Please use the margins make any additional comments, if so desired. Otherwise, enjoy the praise and be open to the constructive criticism,PAGE 2 QUALITY OF WORK - Considers neamess, accuracy, dependability of results, and utilization of policies, procedures and standards. | EXCEPTIONALLY NEAT, accurate and dependable at all tines without help. Consistently takes into: acco polices, procedures and standards with the goat of taking your work to @ higher quality level, USUALLY ACCURATE ancl neat with minineal errors, occasionally checks with established policies, procedures ¢ standards to ensure thetv being mes us UALLY ACCURATE with some help, refers less often to policies, procediares ancl standards to maintain sfonde, RARELY ACCURATE without help, work requives regular checking, frequent errors, hardly ever follenes polit procedures and stanclards, NOT ACCEPTABLE, work needs 10 be redone, cannet be relied upon, fails to follow policies, procedures a ‘slandards. DITIONAL COMMENTS #80 hoe you Arua omandiged to Sty organized M {mat 1 coud depend you_to_cemund sas ‘au Cte State a, Chudren)ac the cules a responsioilities Me organizational Swills are exceptional QUANTITY OF WORK - Considers amount ef work done and the prompmess of which it is complet PRODUCES EXCEPTIONAL amount of work compared to others who have done or are doing your jo consistently am time or early far deadlines on work assignments, willingly accepts and assists others im cemplerion Workload hers required PRODUCES ABOVE AVERAGE amount of work compared ta others whe Ihave doue or are doing your job, usal meets deadtines with very fiele help and/or reminders PRODUCES AVERAGE amount of work compared 10 others who have done ox are doing your job, usually wee deadlines but wot without help. PRODUCES BELOW AVERAGE amount of work compared (0 others who hae done or are doing your jo frequently misses deaalines with rentinders or deadlines have to be imposed, PRODUCES UNSATISFACTORY amount of work compared to others who have deme er are doing your job, rare ‘meets deadlines or fgnores them, constantly has to be reminded and encouraged. \ TIONAL COMMENT:PAGES INNOVATION/CREATIVITY - Considers openness to new ideas and ways of doing things, ideniificati ‘opportunities to improve systems, procedures, and stubborn old problems. Also considers new ideas off cepted and iraplemented. CONTINUALLY sccks ta identify new ways of improving the system or procedures, usually willing to try and se lanesuall or stubborn old proBlems, eager to accept new idea and ways of doing things, frequently offers a nov idee t Isaccapted and implemented Exixesely haaginative FREQUENTLY ideunifies new sows of improving the system or procedures, sometines willing to try aul so tuniesual or stubborn ofd problems, accepts new ideas and ways of daing uhings, usually offers a niew idea ta ‘accepted and implemented. ds verv imaginative. OCCASIONALLY tries to identify new ways of improving the system or procedures (vequires help, attempts to and solve unusual oF stubborn oldf problems, complies with new ideas and ways of daing things, occasionally offer thew idea the is accepted aie! implemented. Has average imagination. RARELY tries to identify new ways of improving the system or procedures, rarely attempts to tr and solve unusta stubborn old problems, complains about new ideas ane siays af doing thongs but does comply with encoragems rarely offers a new ied shat is accepted and implemented NEVER tries to identify new ways of improving the system ox procedures, does not arrempl to uy and solve unusual stubborn old problems, hat a hard lime complying with new ideas and ways of doing, things, never offers new fea ITIONAL COMMENTS: wos ery nappy nal yoo eon tonsa ont ideals a orndeen : = eeeais no. pile nom cures Fon role} paper inci ATTENDANCE/PROMPTNESS - cansiders faithfulness in coming to work daity, conforming Yo work he reporting tardiness ar absence, and prompiness to meetings and appointments. CONSISTENTLY PROMPT or carly in attendence for work, meetings ane! appoteiments; consistently conforms the regular work hours, volunteers for overtine when required. Consistently reports tardiness and/or absence fr work PROMPT AND REGULAR in attendance far work, meetings and appointments: regulanty conforms to the regu work hours, works overtime as required and regularly reports tardiness and/or absence from work. USUALLY PRESENT and on time for work, meetings and appointments; tres 10 conform to the regiilar work hot puts in overtime when requested and viseally reports tardiness and/or absence from work, LAX IN ATTENDANCE and/or reporting for work on time, lax in conformang to the regulas work hours, compta ‘avout puting in overtine when requested! anal usealy forgets 10 report tardiness andfor absence fram work OFTEN ABSENT without good exeuse and/or frequently reports for work tate. Continuatly late or misses schect ineetings or appointinents, rarely conforms 10 the regular work hours, and rarely reports tardiness andfor absence fr work "TIONAL COMMENTS: \ appreciate. 5 ia car ‘ s gly Pus 400 Youtnows been consistant ia jeties oe Wow Dingo boPAGEA PERSONAL IMAGE/WORK AREA - The personal impression an individual makes on others. As» as the orderliness and cleanliness in which an individual keeps hiséher work area. USUAELY Leaves a favourable impression. Ustally keeps work area neat, clean and orderly. Is safet conscientious. CAREFUL usualy leaves a good impression. Is quite conscientious about neatness, leemliness and safety in the wor GENERALLY leaves a satisfactory personal image. Ordinarily keeps work area fairly wear and safe. SOMETIMES not conscientious enough about the personat image left. Work area has @ tendency to be careless an luntidy. Occasionally creates an wnsife working environment VERY vont, lecves ar woxfavourable impoession. Work area is disorderly, untidy, dangerous and/or unsafe ITIONAL COMMENTS: Your woeKspoce bes been consistantly cleaned bichy INTERPERSONAL RELATIONSHIPS - considers your relationship with your supervisar, coworke subordinates, rapport with Council. Committees, Boards aud your attitude towards customers. EXTREMELY SOCIABLE, excellent at establishing good witl, has @ marked ralent for resolving conflict ae dealing effectively with other employees and crstomers. Consistently cooperative and supportive of others, keep: relevant people informed af progress of work and possible problems. Iz well liked and respected and demonstrate proper rapport with Supervisor, Coumeil, Boards and custosners VERY SOCIABLE amd out-going, ustalty very polite and willing t0 help. demonstrates an appropriate and expecter level af communication, exercises respect and eonirol at vasious contact levels. WARM, FRIENDLY, SOCIABLE, agreeable and pleasam, exercises adequate interpersonal skills, nukes visible effort to-xet along with others. APPROACHABLE, FRIENDLY once known by others, demonstrates a below average level of interpersonal skills Ssomerines tactless, works around supervisor rather than trough the supervisor, not very cooperative and supporive 0, hers VERY DISTANT AND ALOOF, fuils to exercise principles of teamwork, tacks cooperation and or courtesy Unacceptable devel of interpersonal ‘kills which includes rapport with Council, Committees, Boards and customers. Blunt, aed antagonistic. (TIONAL COMMENT.PAGES PLANNING/ORGANIZATION (if applicable) - considers prioritizing, organizing and planning ys workload, attention to detail, and accessibility of files, records, and key documents by others. As well anticipating and solving problems in advance. CONSISTENTLY prioritizes, organtees and plans workload ejictentty and effectively, pays close attention t0 detai Files, records ane key documents are very easily and readily accessible by others. Cominually ying to attelpate an solve problems in advance USUALLY priovitizes, organizes ancl plans workload efficiently and effectively, uswally pays elose attention to detai Files, records and key documents are simple and readily aecessibte by others. Usually tries 10 anticipate and solv problenis in advance. ADEQUATELY prioritizes, organizes and plans workload, raking into account detail, Files, records and ke documents are accessible by others without too much difficulty. Generally tries to anticipate aud solve problems i ‘advance, USUALLY unable 10 prioritize, organize and plan workload. does not take into account detail. Files, recards and ke dlocwoments ave not so easily and readily accessible hy others. Seldone tries ta anticipate and salve probleme in advan OFTEN wnable to prioritize, organize and plan workload, has litle regard for detail. Filer, ecards and key document are difficult access ane ave not readily available By others, Rarely tres to amicipate and solve problems in advance HIIONAL COMMENTS: Vos. snscrs you, maade for vine Geil trig proved tinese roc 1c i wou You nave _smevn touts De children's needs. EFFPICIENCY/COST CONTROL (if applicable) - considers finding and acting to recluce inefficiency the organization, minimtzing or eliminating unnecessary procedures and time wasters, as well meeting your budges objectives. CONSTANTLY finciing aid acting to reduce ineficlency in the organization, consistenily evaluating procedures te Iminiaice andlor elininate time wasters, consistently meets bulget objectives. REGULARLY funding and acing t0 veduce wefficieney m the organtretion, regularly: evatuates procedures te munioice andor etiminate tine wasters, regulary’ meets buelget objectives. USUALLY finds andl acts to reduce ineffickency in the organization, occasionally evaluates procedures to minimice and/or eliminate tine wasters, usually meets budget objectives SELDOM finds and acts 10 reduce inefficiency in the organization. seldom evaluates procederes to minim eliminate tine wasters, has a hard tine complying to budget objectives. RARELY finds and acts to reduce incfficieney in the organization, rarely esaheates procedures to sninimize andor eliminate tine wasters, rarely meets budget olgjectives ‘TIONAL COMMENTS: wpPAGES ATTITUDE AND CONFRONTATION ~ Considers assiuule towards others and your job. ¢ considers how well you handle confrontations and difficult people —_— SS EXCELLENT attitude towards orkers and Job, consistently helpful, cooperative and appreciative. Headé confrontations ane difficult people very tscxfuty and discreet VERY GOOD anitude towards others and Job, regularly helpful, cooperative ancl appreciative. Hands confrontations and aiffcutt people very well, usually tactful and courteous. MAINTAINS an appropriate attitude towards others and job. usually helpful, cooperative and appreciative, Tries \ Fhandle confiomtatiens and difficult people i a polite and tactful manner SOMETIMES demonstrates am inappropriate attitude towards others andlor job, reluctant to cooperate and be helpfi Of others, and sometimes demanstrates a negative attitude towards job. Occasionally tcwhtess. when haradl confrontations and difficult people REGULARLY demonstrates un appropriate attieude towards ethers and/or job, very unwilling to cooperate and Inclafil of others amet regularly dtemoustrares ct negaulve ateinucle towards Job. Oftem tackless when hardin confrontations and dlifficut peop ‘TIONAL COMMENTS: | beusk you to pass importont messages along +o paren: andie ik approoriatel y.\f Hneke isa problem, you ae slelays wiling +0 SBOE cS tei EMOTIONAL CONTROL/ENERGY LEVEL - Considers how you handle crisis, emotional upset a your energy level as required by your job — SS CONTINUALLY uploeat anc very stable emotionally. takes a to to get upset, very calm, Handles crisis situations ane emotional upset extremely well. Excellent health, continually ful of energy. USUALLY upbeat and stable emotionally, doesn’t get worked up easily, usually wery eal. Hemdfes crisis siwations ‘and emotional upsee very well. Energetic seldom tires, GENERALLY stable and upbeat emotionally, generally cal and in control of emotions, Haales criss swattons ae ‘emottonal upset generally well with some help. Masts physical ancl energy requivements of the job OCCASIONALLY fies ff the handle, gets exortonally upser easily. Has difiirlty handling crisis situations and/ox emotional upset. Fregicenty tires and ts tow: CONTINUALLY flying off the handle, can't handle ersotional upset or criss situations. Tires easily, is weak and sist Ltnasi how enpataily £ physically detinias His eck cab TIONAL COMMENT ot yo reisrackly hap As panicsPAUE I COMMUNICATION SKILLS - Considers verbal, written and listening communication skills CONSISTENTLY communicates verbally and written in a clear, conctse, direct, honest and tactful manner. Lis attentively, demanstrates sincere interest and consitentls ensures that you hawe understood properly. Consste Informe appropriate people on a timely basis regarding decisions and/or changes USUALLY communicates verbally and written in a simple direct language, clearly and in a tactful manner. Takes 1 to listen fo what the other person is saying with interest and takes their comments or sggestions sincerely. Regul informs appropriate people on a thnely basis regarding decisions and/or changes, TRIES TO communicate both verbally and weitten in 4 clear and divect manner, Listens to what the other perso saying, and usually makes sure thet you have understood them property. Usually taforms appropriate pepe on a ti basis regauding decisions and/or clianges VERBAL communication, sometimes rambles or overesplains, usually gets to the point with some help. Wri conmunicatians sometimes contains haproper use of grammar and daciments are not proofieed careful eat Somerimes cuts people aff whew they are trving to talk, somerimes does mot listen to detail and misinterprets thir Samerimes forgets to inform appropriate people regaring decisions and/ox changer. VERBAL communication, seldom gets to the point, communicates with inappropriate language, — Wri communication sills reflect cn inappropriate personality and use of de engilsh language. Usually custiny people When shey are mying to tel, usuatly doesn't listen attentively enough, which leads to asinierpretation. Ustaly forg {a inform appropriate people regarding lecisions andior changes, UTIONAL COMMENTS: You use_appeopeiate eye contact 4 nady Lang uge when sxact) dondeen. Jinfoere races ssues at Ges, FOS 2ESULTS: >) considers how well you accomplished objectives set forth “on your perform Improvement plan. considers how well your meeting your job requirements, Continually exceeding expeetattons af job Jequivemonne gE Accomplished all the objectives set fort om performance improvement plan. VG = Accomplished most of the objectives ser fort Continually striving hard to accomplish more than the required job requirements, 5 eer Berfonnance inprovement pln “Accomplished cndror tried some of the objec set forth on your performance improvenent plas WD “Litt effort put into trying to accomplish any ¢ objectives set forth on your perform improvement plan. M+ No effort pir into trying to accomplish any © objectives “ser forth on your perform improvement plan, Meeting the expected job requtrements. = Below average on a few of the expected job requirements. = At an wnacceptable level of meeting your expected Jab vequirements YONAL COMMENTS: \ appreciated ou ot your bo Sunes ager. Your Sven! woutingndss Me = to oer Summer Fuq teornPAGE2 TOWN OF VERMILION OVERALL RATING careful review of the performance factors % you have earned the following ‘overall for this appraisal period: E termining your overalt rating, each category is d at a different weight for various types of Therefore, there is no average or point system € areas evaluated in determining your overall 2. Below is the explanation and meaning of vating: SXCELLENT: Your work was outstanding in all areas. You're the kind of person who will the arganizaiton growing and successful. We lize and appreciate your exemplary contributtons. VERY GOOD: Your work has been consistently average in most areas. While you have a few 10 work on, we appreciate your commitment and bution: ATISFACTORY: Your work generally met the rds in most areas and you are fulfilling the basic ements of your job. Continue your efforts and work together to help you tap more of your ‘al. MPROVEMENT DESIRED: Your work is not up performance standards. While you performed ably ia some areas, your performance was below rd in too many critical ones. Yous hewe 90 days to ‘our evaluation to “satisfactory” or above, and at tea grid movernent will be reconsidered. APROVEMENT ESSENTIAL: Your work is far the performance stusdards in the critical aspects P fob. You will be permitted 10 stay in your job for 4 90 day probation. If, in shis time, you our evaluation (0 a “satisfactory” or above, you allowed (0 remain wit the organization with no fenton the grid. If you clo not raise your ‘on, your employment may be terminated. REVIEWER'S COMMENTS: REVIEWER'S SIGNATURI DATE: — *NOTE: — Your signature below does necessarily indicate agreenient with the appr only that it has been discussed with you. You obliged to acknowledge the appraisal if supervisor has discussed it with you. EMPLOYEE'S COMMENTS: