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    Passagesproject

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    api-340007824
    The document provides a performance rating scale from 1 to 5 that defines the level of performance for employees, volunteers, and managers. A rating of 1 means the individual fails to meet expectations, while a rating of 5 represents outstanding performance that exceeds all standards. The scale is meant to evaluate individuals on projects, goals, supervision needs, and other criteria. Sample evaluation forms are also included that apply this rating scale to assess skills, accomplishments, areas for improvement, and overall job performance.

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    Passagesproject

    Uploaded by

    api-340007824
    231 views7 pages
    The document provides a performance rating scale from 1 to 5 that defines the level of performance for employees, volunteers, and managers. A rating of 1 means the individual fails to meet expectations, while a rating of 5 represents outstanding performance that exceeds all standards. The scale is meant to evaluate individuals on projects, goals, supervision needs, and other criteria. Sample evaluation forms are also included that apply this rating scale to assess skills, accomplishments, areas for improvement, and overall job performance.

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    The document provides a performance rating scale from 1 to 5 that defines the level of performance for employees, volunteers, and managers. A rating of 1 means the individual fails to meet expectations, while a rating of 5 represents outstanding performance that exceeds all standards. The scale is meant to evaluate individuals on projects, goals, supervision needs, and other criteria. Sample evaluation forms are also included that apply this rating scale to assess skills, accomplishments, areas for improvement, and overall job performance.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    231 views7 pages

    Passagesproject

    Uploaded by

    api-340007824
    The document provides a performance rating scale from 1 to 5 that defines the level of performance for employees, volunteers, and managers. A rating of 1 means the individual fails to meet expectations, while a rating of 5 represents outstanding performance that exceeds all standards. The scale is meant to evaluate individuals on projects, goals, supervision needs, and other criteria. Sample evaluation forms are also included that apply this rating scale to assess skills, accomplishments, areas for improvement, and overall job performance.

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    PERFORMANCE RATING SCALE

    Rating Scale

    Definition

    5 = Outstanding

    Objectives and standards are clearly and substantially


    surpassed. Continually exceeds all performance
    expectations and standards. Demonstrates
    commitment to a high level of performance.

    4 = Exceeds Expectations

    Often exceeds job requirements. Projects and tasks


    are completed thoroughly and on time. Contributes to
    related job tasks. Consistently working toward the
    overall goals of the company.

    3 = Meets Expectations

    Performance is what is expected of a fully qualified


    and experienced person in this position. The most
    critical annual goals were met.

    2 = Satisfactory Expectations

    Adequate work completed on tasks and projects that


    are assigned by meeting expectations. Needs slight
    improvement. Fulfilling expectations or needs
    through acceptable performance.

    1 = Fails To Meet Expectations

    Fails to meet performance expectations. Projects and


    tasks are unacceptable and not completed on time.
    Poor listening skills. Corrective action is required
    with high supervision

    N/A = Not Applicable

    Does not apply to job performance expectations.

    * Use rating scale for Volunteer, Employee, & Manager evaluation forms*

    Manager Information
    Name: ________________________

    Review Period: ________________

    2017 Goals and Objectives


    Performance Evaluation Form

    Job Title: ______________________


    Skills/ Responsibilities
    Fiscal Management:
    Identifies the best use of materials,
    equipment, and staff to maximize efficient
    and economical use of resources.

    Leadership:
    Displays leadership in the department and
    promotes a shared vision by demonstrating
    knowledge of procedures and policies related
    to the management.

    Employee Development:
    Encourages and supports employee
    participation in personal and professional
    development. Provides effective and timely
    feedback/counseling about performance
    regularly.

    Decision Making:
    Obtains the ability to analyze problems or
    procedures, anticipate outcomes, evaluate
    alternatives, and select the best course of
    action in a timely/responsive manner.

    Productivity:
    Works efficiently with others and
    independently. Making use of all available
    time by prioritizing tasks and projects.

    Open Communication:
    Works to establish and maintain cooperative
    and productive relationships through open
    communication. Manager must communicate
    clearly and listens effectively.

    Areas For Growth/Change:

    Rating

    Department: ___________________
    Strengths & Needed Improvements

    2017 Goals and Objectives


    Performance Evaluation Form

    Prior Review Goals:

    Goal Setting:

    Overall Performance Feedback:

    Verification Review
    Overall Performance Results and Rating Reviewed & Discussed:
    (Note: Signature indicates results were discussed, but does not necessarily imply agreement with
    performance results or rating.)
    _____________________________________
    Incumbent Signature

    ____________
    Date

    _____________________________________
    Supervisor Signature

    ____________
    Date

    Volunteer Information
    Name: _____________________________

    Review Period: _____________________

    Volunteer Program: ___________________

    Supervisor: ________________________

    2017 Goals and Objectives


    Performance Evaluation Form

    Knowledge of Work - Consider volunteers skill


    level, knowledge, and understanding of all phases of
    the job and those requiring improved skills and/or
    experience.

    Outstanding
    Exceeds Expectations
    Meets Expectations
    Satisfactory Expectations
    Fails To Meet Expectations
    N/A

    ______
    ______
    ______
    ______
    ______
    ______

    Communication - Measures effectiveness in listening


    to others, expressing ideas; both orally, in writing,
    and providing relevant and timely information to
    management, employees, and customers.

    Outstanding
    Exceeds Expectations
    Meets Expectations
    Satisfactory Expectations
    Fails To Meet Expectations
    N/A

    ______
    ______
    ______
    ______
    ______
    ______

    Decision Making/ Problem Solving - Measures


    effectiveness in understanding problems and making
    timely, practical decisions.

    Outstanding
    Exceeds Expectations
    Meets Expectations
    Satisfactory Expectations
    Fails To Meet Expectations
    N/A

    ______
    ______
    ______
    ______
    ______
    ______

    Job Knowledge - Obtains knowledge of methods,


    techniques, and skills required in the job and related
    functions. Remaining current on new developments
    affecting Passages and its work activities.

    Outstanding
    Exceeds Expectations
    Meets Expectations
    Satisfactory Expectations
    Fails To Meet Expectations
    N/A

    ______
    ______
    ______
    ______
    ______
    ______

    Dependability - Measures how well volunteer


    complies with instructions and performs under
    unusual circumstances, consider record of attendance
    and punctuality.

    Outstanding
    Exceeds Expectations
    Meets Expectations
    Satisfactory Expectations
    Fails To Meet Expectations
    N/A

    ______
    ______
    ______
    ______
    ______
    ______

    Volunteer Strengths and Accomplishments: This should be related to performance or


    behavioral aspects you appreciated in their performance.

    2017 Goals and Objectives


    Performance Evaluation Form

    Performance areas which need improvement:

    Plan of action toward improved performance:

    Performance Feedback:

    Verification Review
    _____________________________________
    Volunteer Signature

    ____________
    Date

    _____________________________________
    Supervisor Signature

    ____________
    Date

    Employee Information

    Name: ________________________

    Review Period: ________________

    Job Title: ______________________

    Department: ___________________

    2017 Goals and Objectives


    Performance Evaluation Form

    Skills/ Responsibilities
    Job Knowledge:
    Understands duties and responsibilities
    required to perform the job. Obtains the level
    of proficiency required to accomplish the
    work.
    Communication:
    Communicates clearly, concise, and
    appropriate to the audience. Conveys
    information to peers, managers, and
    customers in a timely manner. Listens to the
    opinion of others while being open minded.
    Attendance:
    Arrives at work on time regularly and does
    not exceed number of sick days.
    Requests a change of schedule in advance to
    the manager.
    Team Work:
    Successfully works with others to achieve
    desired results and goals. Consistently
    contributes to team projects by
    exchanging ideas and opinions. Develops
    positive and productive work relationships.
    Self-Development:
    Acquiring skill building and career planning
    methods for employee advancement. Take
    the time to assess your skills and qualities in
    order to set a reachable goal for yourself.
    Suggestions For Improvement:

    Principle Strengths:

    Rating

    Comments

    2017 Goals and Objectives


    Performance Evaluation Form

    Overall Performance Feedback:

    Additional Comments:

    Verification Review
    Overall Performance Results and Rating Reviewed & Discussed:
    (Note: Signature indicates results were discussed, but does not necessarily imply agreement with
    performance results or rating.)
    _____________________________________
    Employee Signature

    ____________
    Date

    _____________________________________
    Supervisor Signature

    ____________
    Date

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