Professional Documents
Culture Documents
DATE:
DEPARTMENT:
JOB TITLE:
ANNUAL Quarterly
INSTRUCTIONS:
1. Complete all sections (A, B and C).
2. Carefully evaluate each of the factors separately. Use examples, whenever possible, to support each
performance rating.
EXCELLENT (4)
The employee fully understands the position, takes the appropriate initiative, and requires only occasional
direct supervision.
GOOD (3)
Performance fully meets all the established requirements for the job. The employee is familiar with all
aspects of the position and performs these in a competent and satisfactory manner.
ACCEPTABLE (2)
Meets all the minimal established requirements for the job. The employee’s performance occasionally may
UNSATISFACTORY (1)
Performance is considered below established requirements for the job. The employee needs to improve
performance significantly to reach satisfactory performance and requires additional training
SECTION A: CORE PERFORMANCE CATEGORIES
COMMENTS:
Report Generation
COMMENTS:
Tracking of Accounts
Consistent in calling, Weekly interations with respective stakeholders, meetings and appointments.
Rating
COMMENTS:
COMMENTS:
Feedback Analysis
Demonstrates ability to make sensible and appropriate Analytical inferences. Ability to make solid decisions.
Rating
COMMENTS:
Domain Knowledge
Demonstrates skills and an understanding of the position, policies, and procedures required in present job.
Rating
COMMENTS:
Problem Solving
Identifies problems and determines their causes, assesses alternatives; makes recommendations/decisions.
Rating
COMMENTS:
Quality
Works with attention to detail and absence of error.
Rating
COMMENTS:
NEGOTIATION
Demonstrates ability to effectively reach agreement with others.
Rating
COMMENTS:
PRESENTATION
Performs group presentations in an effective, credible, and professional manner. Disseminates information to
group participants in a way that is concise and easy to understand.
Rating
COMMENTS:
RESPONSIVENESS
Responds quickly and appropriately to requests for documents, reports, or information, whether verbal or
written.
Rating
COMMENTS:
COMMENTS:
SECTION C: CONCLUSION
THIS SECTION SHOULD BE COMPLETED WITH THE EMPLOYEE AT THE CONCLUSION OF THE
APPRAISAL.
Has employee completed mandatory training? (E.G. Sexual Harassment Awareness Training, Ethics Training
OR Compliance Code of Conduct, Safety-Sensitive training)
Yes No
Note: Failure to comply with Mandatory training requirements will be noted on this performance appraisal,
and tentative fiscal merit salary increases will be withheld until all required training has been completed.
EMPLOYEE COMMENTS
Evaluated By:
Name Signature
PERFORMANCE RATING CALCULATION
OPTIONAL/CATEGORIES:
NEGOTIATION
PRESENTATION
RESPONSIVENESS
OTHER
decisions.