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STRATFOR - Employee Evaluation

The document provides instructions for completing an employee evaluation form that rates performance on a scale of 1 to 5, with definitions for each rating. Supervisors are directed to discuss each rating given with the employee, note any objections, and have both parties sign the completed evaluation form, with the original going in the employee's file.

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Wawan Mazid Supriatna
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© © All Rights Reserved
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86 views

STRATFOR - Employee Evaluation

The document provides instructions for completing an employee evaluation form that rates performance on a scale of 1 to 5, with definitions for each rating. Supervisors are directed to discuss each rating given with the employee, note any objections, and have both parties sign the completed evaluation form, with the original going in the employee's file.

Uploaded by

Wawan Mazid Supriatna
Copyright
© © All Rights Reserved
Available Formats
Download as XLS, PDF, TXT or read online on Scribd
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HOW TO COMPLETE THE EVALUATION FORM

The evaluation form has a graduated scale from 1 to 5 with suggested qualitative definitions. Example:
4 = Above Average. Take your time, give thought to each performance factor and choose a numerical
rating which best describes the employee's performance for each section. The rating range and
definitions are:

5 = EXCELLENT - (Few employees will score consistently at this level) Overall performance is
characterized by exceptionally high quality and quantity of work in the accomplishment of tasks and
projects, all responsibilities and duties are conducted in a proper manner and he/she uses job related
skills in a superior manner; aggressively seeks out and assumes responsibilities that are above and
beyond the position requirements.

4 = ABOVE AVERAGE - Overall performance is better than the average. Requires a degree of
supervision that is typical for the position and experience level of the employee. All duties and
responsibilities are conducted in a proper manner. Seeks out and assumes responsibilities which are
beyond the job requirements. Efficiently uses time and resources in carrying out assignments.

3 = AVERAGE - Performance of most duties is adequate. Performs tasks that are requested but rarely
undertakes work outside of his/her defined area. Requires some direction and review of major parts of
assignments.

2 = BELOW AVERAGE - Performance of most duties is barely adequate. Hesitates to undertake work
outside of his/her defined area. Requires direction and review of major parts of assignments.

1 = UNACCEPTABLE - Performance rarely meets minimum acceptable standards. Assignments are


frequently done late and/or incompletely. Detailed direction and frequent progress checks are required.
Performance is far too low and major improvement is needed.

PRESENTING THE PERFORMANCE EVALUATION TO THE EMPLOYEE

Present a copy of the evaluation to the employee. Make sure he/she understands both the purpose and
method of the evaluation. Discuss each of the performance factors, the reason each score was given as
well as the improvement required. Any objections or differences of opinion which the employee may
have with any part of the evaluation are to be noted in the comments sections. Both the supervisor and
the employee sign and date the form. An original and one copy are required. The original is placed in
the employee's personal file and the employee receives a copy.
Name: Date:
Position: Supervisor:

Please complete each section using the graduated scale listed below. Insert each score in the corresponding amount column, totals and
averages will automatically insert in each section and total at the end of this form. Include in the comments section: (1) Things to work on -
provide the employee with a list of things he/she can do to improve their rating at the next evaluation, and/or (2) Employee Comments - The
employee writes their comments, agreement, etc. and the reasons.

1=DOES NOT MEET EXPECTATIONS 4=FREQUENTLY EXCEEDS EXPECTATIONS


2=DOES NOT ALWAYS ACHIEVE EXPECTATIONS 5=CONSISTENTLY EXCEEDS EXPECTATIONS
3=MEETS ALL EXPECTATIONS OF JOB

Goal Setting/Achievement 1 2 3 4 5 Total Average


Defines aggressive, attainable goals. 0.0
Achieves goals effectively and consistently. 0.0
Sets priorities for effective goal attainment. 0.0 0.0
Initiates two-way communication. 0.0
Strives for self-improvement. 0.0

Comments:

Work Effort 1 2 3 4 5 Total Average


Works on own initiative. 0.0
Completes work on time. 0.0
Produces quality work efficiently. 0.0
Knowledge of job & essential factors of related jobs. 0.0 0.0
Minimal supervision required. 0.0
Attendance and punctuality. 0.0
Completes assignments when required. 0.0

Comments:
General Performance Traits 1 2 3 4 5 Total Average
Use of good judgment in arriving at decisions. 0.0
Imagination/Creativity/Resourcefulness. 0.0
Takes initiative. 0.0
Conveys appropriate self-confidence. 0.0
Oral communication skills. 0.0 0.0
Written communication skills. 0.0
Knowledge of company policies/procedures. 0.0
Personal behavior. 0.0

Comments:

Response Under Stress 1 2 3 4 5 Total Average


Maintains effectiveness under pressure. 0.0
Acts decisively & logically under pressure. 0.0
Successfully handles various tasks under pressure. 0.0 0.0
Responds positively to changing circumstances. 0.0

Comments:
Working Relations 1 2 3 4 5 Total Average
Maintains high level of professional integrity. 0.0
Displays positive attitude toward job &co-workers. 0.0
Contributes positively to company morale. 0.0 0.0
Assumes full share of work and responsibility. 0.0

Comments:

OVERALL PERFORMANCE REVIEW

Goals Work Effort Performance Stress Work Relations Total Points Average

0.0 0.0 0.0 0.0 0.0 0.0 0.0

Supervisor Name: Employee Name:

Supervisor Signature: Employee Signature:

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