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key performance

The document is a performance evaluation form used to assess employee performance across various factors, including job knowledge, quality of work, and customer service. It includes a rating scale from outstanding to unsatisfactory and provides sections for evaluators to comment on each performance factor. Additionally, it outlines a performance improvement plan and requires signatures from both the evaluator and the employee to acknowledge the evaluation discussion.

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Allnorth HR
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Download as DOCX, PDF, TXT or read online on Scribd
13 views

key performance

The document is a performance evaluation form used to assess employee performance across various factors, including job knowledge, quality of work, and customer service. It includes a rating scale from outstanding to unsatisfactory and provides sections for evaluators to comment on each performance factor. Additionally, it outlines a performance improvement plan and requires signatures from both the evaluator and the employee to acknowledge the evaluation discussion.

Uploaded by

Allnorth HR
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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PERFORMANCE EVALUATION FORM

Name of Employee: Date Hired:


Department: Job Title:
Evaluator/Position: Evaluation Period:
___________

I. PERFORMANCE RATINGS
Rate each of your subordinates using the following ratings:

5 pts – Outstanding. Conspicuously meritorious performance. Consistently exceeds expectations. Very little or no
supervision needed.
4 pts – Above Average. Consistently meets the requirements of the position in all aspects. Minimum guidance
needed.
3 pts – Average. Responsibilities are met in a satisfactory manner. Normal supervision and guidance still required.
2 pts – Needs Improvement. Performance is inconsistent. Must improve to meet minimum standards. Close
supervision still required.
1 pt – Unsatisfactory. Major shortcomings in performance. Only occasionally acceptable outputs. Constant
supervision required.
0 pt – Not observed/Not Applicable. No opportunity to observe the desired behavior or the behavior being elicited
is not applicable to the employee’s job.

II. PERFORMANCE FACTORS


Rate your subordinate in relation to each of the performance factors described below. Write your
comments, if any, on the appropriate column. Use the above performance ratings as your
guide.

KRA (KEY RESPONSIBLE KPI (KEY PERFORMANCE RATING COMMENTS


AREA) INDICATOR)
Understands and applies basic
1. Knowledge of the Job fundamentals and job procedures.

Work outputs are accurate and


thorough. With good time management
2. Quality of Work skills; little overtime work needed. No
re-work due to inaccurate or
unacceptable work outputs. Utilizes cost
effective work methods.
3. Records Keeping and Soft and hard files are organized and
Management easily
retrieved.
Work Area is always neat, orderly and
organized in spite of limited space. Desk
4. Work Area Utilization files are easily retrieved.
Assigned equipment are always clean and
well- maintained.
5. Customer Service/People Gets along well with superiors, co-
employees, other clients. Show respect and
Relations
courtesy; open to
feedback and suggestions.
Writes good communications and reports
6. Writing Ability in English. Outputs contain minimal
grammatical and
typographical errors.
Speaks in a clear and professional manner.
7. Oral Expression Has
the ability to speak English clearly and
correctly.
Self-starter, offers suggestions, challenges
8. Initiative and existing systems and procedures, proposes
Resourcefulness suggestions for improvement; takes
appropriate action when needed without
being directed.
9. Professional Appearance Properly dressed in uniform or semi-formal
and Bearing attire. Well-groomed, neat and with a
professional
appearance while at work.
PERFROMANCE
DESCRIPTION RATING COMMENTS
FACTOR
10. Judgment/Decision Evaluates situations and makes sound
Making Skills decisions.
Consults with superiors when needed.
Complies with policies, rules, and
regulations of
11. Policy Compliance the company. Diligently attends seminars
sponsored by the company for
professional development.
Adjusts to change well and shows little or
no
12. Adaptability resistance. Accepts new or temporary
assignments and adapts to changes in job
assignments, location, or surroundings.
Reliable and willing to take accountability.
13. Dependability Protects the security and
confidentiality of information.
Has high level of work ethics and moral
14. Integrity values;
does not play office politics; not easily
influenced by bribes or intimidation from
others.

III. RATING SUMMARY AND INTERPRETATION

Add ratings and ÷ 15 = OVERALL RATING

OVERALL RATING: Please check (√) appropriate box:

4.60 – 5.00 Outstanding


3.60 – 4.59 Above Average
2.60 – 3.59 Average
1.60 – 2.59 Needs Improvement
1.00 – 1.59 Unsatisfactory

RECOMMENDATION:

IV. PERFORMANCE IMPROVEMENT PLAN (use/attached separate sheet, if needed)


1. Indicate employee’s major strengths not identified in Part I.
2. Indicate employee’s areas of improvement not identified in Part I.
3. Indicate any of your future plans for this employee’s growth and development. Include
timeframes.

Evaluated by: Date:


Immediate Superior/Signature over Printed Name/Position

Discussed with and Noted by: Date:


Next Higher Superior/Signature over Printed Name

I hereby acknowledge that a discussion with my superior about this evaluation took place and
I agree with my performance rating.

CONFORME: Date:
Employee’s Signature over Printed Name

EMPLOYEE’S COMMENTS: Enter below any comments you want to make about your evaluation and/or
your objectives for the upcoming evaluation.

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