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Annual Performance Review - Alternative: Introduction: How To Use This Tool

This document provides an alternative method for evaluating employee performance called Managing by Objectives (MBO), which focuses on setting measurable goals and tracking their achievement over time. The evaluation criteria includes ratings for performance against goals from non-delivery to exceeding goals. The review includes documenting position-related goals and objectives with timelines and measurements, checking goal progress at checkpoints, and analyzing employee development areas and creating a development plan.

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Riz Deen
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189 views5 pages

Annual Performance Review - Alternative: Introduction: How To Use This Tool

This document provides an alternative method for evaluating employee performance called Managing by Objectives (MBO), which focuses on setting measurable goals and tracking their achievement over time. The evaluation criteria includes ratings for performance against goals from non-delivery to exceeding goals. The review includes documenting position-related goals and objectives with timelines and measurements, checking goal progress at checkpoints, and analyzing employee development areas and creating a development plan.

Uploaded by

Riz Deen
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Annual Performance Review – Alternative

Introduction: How to Use This Tool


This tool offers an alternative method for evaluating employee performance. This method, called Managing by
Objectives (MBO), is focused on the setting of measurable goals and objectives and the tracking of their
achievement over time.
To use this tool, fill in the blanks provided. Be sure to delete all introductory and explanatory text in dark grey
before finishing.

Employee:
Title:
Reviewer:
Review Date:
For Period:

Evaluation Criteria: Rating Definitions

Non-Delivery of Under-Delivery of Sets New Standard


Delivers Goals Exceeds Goals
Goals Goals of Excellence
(80-100%) (100-120%)
(0-59%) (60-80%) (120-150%)
Performance Goals are delivered Successful Deliverables exceed Clearly exceeds all
against goals does short of achievement goals. Performance measurement and
not meet acceptable requirements. This against goals. is exceptional. May timeline parameters.
standards. may include Performance meets include delivering May include
Coaching and an delivering late on targets and goals prior to delivering goals
action plan are stated deadlines, expectations on a deadlines, reducing prior to deadlines,
required to establish incurring higher consistent basis. expected costs of significant reduction
specific costs than projects, and in expected costs,
measurement and budgeted, or not generating higher or generating
timeline targets for fulfilling all goal revenue than significantly higher
improvement. requirements. expected. revenue than
expected.
10% of population 10% of population 50% of population 20% of population 10% of population

Employee Rating (from 0% to 150%): _______________

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Manager’s Comments:

Describe any pertinent points that would support your appraisal, such as examples of outstanding performance,
areas for improvement, recommended actions, and so on.

Employee’s Comments:

Note the employee’s response to the appraisal (optional).

Position-Related Goals and Objectives


Goals and objectives should always be specific and capable of being measured or observed. While realistic and
attainable, they should provide a challenge and require a measure of “stretch effort” to achieve. They should
always relate to the goals and objectives of the organization as well as the department/function in which the
employee is working. All goals and objectives should have a timeframe for completion.

Timeline Support Measurement


Goal
(Appropriate milestones to (Resources or assistance (Method of measuring and
(Summary of goal)
goal achievement) required) recognizing success)
1. Complete Web project  Design – Dec 7/07 Requires hire of app Successful phase sign-
 Code – Feb 16/08 tester and recruitment of offs by Application
internal end users to Development Manager.
 Test – Mar 10/08 complete testing phase.
 Launch – Mar 28/08
2. [Insert goal here]
3. [Insert goal here]
4. [Insert goal here]
5. [Insert goal here]

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Goal Progress Checkpoints
Each employee should have a checkpoint review meeting at least twice during the performance review cycle. The
dates of these meetings should be scheduled in advance. Evaluate the progress made towards each goal in the
prior section and indicate progress below. Progress notations may include:
 C = Completed Goal
 N = No Progress Made
 M = Modified Goal
 AP = Adequate Progress Made
If goals are modified during the checkpoint review, then include a brief explanation of the modified goal(s).

Checkpoint Review #1 Checkpoint Review #2 Checkpoint Review #3


Goal Date: December 10/07 Date: March 10/08 Date: June 10/08
(Describe progress made) (Describe progress made) (Describe progress made)

1. Complete Web project Design phase signed off


two days early (Dec 5/08).
2.
3.
4.
5.

Employee Development Analysis and Plan


In each section that pertains to the job, the reviewer must make an assessment as to whether the employee is fully
performing (P) or developing (D) skills as they relate to the category. Strengths and suggestions for improvement
should be documented in the space provided below.

Technical Competencies P/D


1. [Insert technical competency]
2. [Insert technical competency]
3. [Insert technical competency]
4. [Insert technical competency]
5. [Insert technical competency]

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Managerial/Leadership Competencies P/D
1. Achievement orientation
2. Strategic planning and goal setting
3. Leadership
4. Initiative and innovation
5. Interpersonal skills/communication
6. Customer service focus
7. [Insert managerial/leadership competency]

Strengths

Areas for Improvement and Development

Personal/Career/Skills Development Plan


Learning
Development Area/ Resources/Support Timeline/ Success
Activities
Competency Needed Schedule Indicators
(May include self-
(May be (Describe resources (Indicate by what (Describe how goal
study, mentoring,
competency-related required to help time the goal will be attainment will be
on-the-job training,
or task-related.) attain goals.) attained.) known.)
or classes.)

__________________________________________________ ________________________________

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Employee’s Signature Date

__________________________________________________ ________________________________
Supervisor’s Signature Date

_____________________________________________________

For acceptable use of this template, refer to Info-Tech's Terms of Use. These documents are intended to supply
general information only, not specific professional or personal advice, and are not intended to be used as a
substitute for any kind of professional advice. Use this document either in whole or in part as a basis and guide for
document creation. To customize this document with corporate marks and titles, simply replace the Info-Tech
information in the Header and Footer fields of this document.

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