This document appears to be a performance review template containing sections for objectives, behaviors, ratings, and signatures. It provides fields to enter an employee's name, ID number, job title, and review period. The objectives section includes spaces to list up to 5 objectives along with their alignment, metrics, milestones, weightings, and mid-year and year-end ratings. The behaviors section rates the employee on core competencies using a scale from 1 to 5. Further sections calculate weighted averages, provide commentary, and include spaces for employee, manager, and higher-level signatures.
This document appears to be a performance review template containing sections for objectives, behaviors, ratings, and signatures. It provides fields to enter an employee's name, ID number, job title, and review period. The objectives section includes spaces to list up to 5 objectives along with their alignment, metrics, milestones, weightings, and mid-year and year-end ratings. The behaviors section rates the employee on core competencies using a scale from 1 to 5. Further sections calculate weighted averages, provide commentary, and include spaces for employee, manager, and higher-level signatures.
This document appears to be a performance review template containing sections for objectives, behaviors, ratings, and signatures. It provides fields to enter an employee's name, ID number, job title, and review period. The objectives section includes spaces to list up to 5 objectives along with their alignment, metrics, milestones, weightings, and mid-year and year-end ratings. The behaviors section rates the employee on core competencies using a scale from 1 to 5. Further sections calculate weighted averages, provide commentary, and include spaces for employee, manager, and higher-level signatures.
2 = Needs Improvement 5 = Exceptional 4 = Commendable 3 = Fully Effective 1 = Unacceptable MID-YEAR RATING: YEAR END RATING: ALIGNS TO METRICS & MILESTONES 1 = Unacceptable OBSERVATIONS & COMMENTS (OPTIONAL): 5 = Exceptional 4 = Commendable METRICS & MILESTONES OBJECTIVE 2 WEIGHTING OBSERVATIONS & COMMENTS (OPTIONAL): REVIEW PERIOD: JOB TITLE: 3 = Fully Effective 2 = Needs Improvement Now identify 3-5 critical business objectives for the upcoming year. ALIGNS TO EMPLOYEE LAST NAME EMPLOYEE ID NUMBER PERFORMANCE ALIGNMENT REVIEW - OBJECTIVES WEIGHTING OBJECTIVE 1 Initiate the process by completing the following fields. Then save the file, using the employee's name and ID number in the filename (e.g. PR-JohnSmith123456). EMPLOYEE FIRST NAME EMPLOYEE MIDDLE NAME
Page 1 of 6 YEAR END RATING: 5 = Exceptional 4 = Commendable 3 = Fully Effective 2 = Needs Improvement 1 = Unacceptable MID-YEAR RATING: MID-YEAR RATING: YEAR END RATING: ALIGNS TO METRICS & MILESTONES 2 = Needs Improvement OBSERVATIONS & COMMENTS (OPTIONAL): OBJECTIVE 5 WEIGHTING 1 = Unacceptable 1 = Unacceptable MID-YEAR RATING: YEAR END RATING: OBSERVATIONS & COMMENTS (OPTIONAL): 5 = Exceptional 4 = Commendable ALIGNS TO METRICS & MILESTONES ALIGNS TO METRICS & MILESTONES WEIGHTING OBSERVATIONS & COMMENTS (OPTIONAL): 3 = Fully Effective 2 = Needs Improvement OBJECTIVE 4 3 = Fully Effective OBJECTIVE 3 WEIGHTING 5 = Exceptional 4 = Commendable Page 2 of 6 1 2 3 4 5 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% YEAR END OBJECTIVES SUMMARY Year End Rating and Weight (%): 0.0 Note: The final weighted averages are only a guide. Adust as necessary before entering on the Ratings Summary sheet. MID-YEAR OBJECTIVES SUMMARY COMMENTS Objective Number: Average Mid-Year Rating and Weight (%): 0.0 RATINGS SUMMARY - by Objective Total Weights: WARNING: Total of all weights must = 100% or calculated weighted average will be incorrect. 0% Page 3 of 6 ### ### MID-YEAR BEHAVIOR SUMMARY COMMENTS YEAR END BEHAVIOR SUMMARY Year End: (This number is only a guide. Adjust as necessary before entering on the Rating Summary sheet.) Mid-Year: (This number is only a guide. Adjust as necessary before entering on the Rating Summary sheet.) 2 - Needs Improvement 1 - Unacceptable Coach Others INDIVIDUAL CONTRIBUTOR: Exempt employees who do not manage others in a direct reporting relationship. They may serve as team leaders, coaches, or program managers. These individuals may also work in a matrix reporting relationship but do not have direct supervisory responsibilities. MANAGER OF OTHERS: Exempt employees who have at least one direct report and have performance appraisal responsibility. Typically, these individuals are entry-level supervisors through senior managers. EXECUTIVE: Exempt employees who have at least one direct report and have performance appraisal responsibility. Typically, these individuals hold higher-level management positions (director or above). AVERAGE BEHAVIOR RATINGS Continuously Learn MID-YEAR FINAL Integrity Team Player Champion Change RATE BEHAVIORS: Consider the individuals' demonstration of each behavior and enter a numerical rating from 5 to 1 in the boxes below. Click on the underscored text to view descriptions. Use these definitions if you are unsure about which category applies to the employee. BEHAVIOR RATING SCALE - Place cursor over the titles to view rating scale definitions. 5 - Exceptional 4 - Commendable 3 - Fully Effective PERFORMANCE ALIGNMENT REVIEW - BEHAVIORS Page 4 of 6 MID-YEAR FINAL RATING: 5 = Exceptional 4 = Commendable 3 = Fully Effective 2 = Needs Improvement YEAR END FINAL RATING: Consider the graph above, the guide to interpreting the rating grid, and the final overall rating scale. Then enter a final overall rating below. YEAR END RATINGS 1 = Unacceptable N = New to Position FINAL OVERALL RATINGS UNACCEPTABLE COMMENDABLE OBJECTIVES: BEHAVIORS: PERFORMANCE ALIGNMENT REVIEW - RATINGS SUMMARY FULLY EFFECTIVE NEEDS IMPROVEMENT Guide to Interpreting the Rating Grid EXCEPTIONAL Consider overall performance on objectives and behaviors and enter a rating for each. MID-YEAR RATINGS R e s u l t s
o n
O b j e c t i v e s
Behaviors Objectives-Behaviors Rating Grid Mid Year Year End
Page 5 of 6 MANAGER SUMMARY COMMENTS: EMPLOYEE COMMENTS (IF ANY) FROM FEEDBACK DISCUSSION: NEXT LEVEL MANAGEMENT SIGNATURE DATE PRINTED NAME MATRIX MANAGER SIGNATURE (if applicable) DATE EMPLOYEE SIGNATURE Employee signature does not necessarily signify agreement, but confirms that review was received and discussed. DATE PRINTED NAME MANAGER SIGNATURE DATE PRINTED NAME SIGNATURES: COMMENTS MID YEAR YEAR END MID YEAR YEAR END PERFORMANCE ALIGNMENT REVIEW - COMMENTS & SIGNATURES Page 6 of 6
Dark Psychology & Manipulation: Discover How To Analyze People and Master Human Behaviour Using Emotional Influence Techniques, Body Language Secrets, Covert NLP, Speed Reading, and Hypnosis.
Raising Mentally Strong Kids: How to Combine the Power of Neuroscience with Love and Logic to Grow Confident, Kind, Responsible, and Resilient Children and Young Adults
Summary: It Didn't Start with You: How Inherited Family Trauma Shapes Who We Are and How to End the Cycle By Mark Wolynn: Key Takeaways, Summary & Analysis