Fill and Sign the Employee Performance Evaluation Town of Vienna

Employee Performance Review Page 1 of 3 Employee Performance Review Name: Job Title: Name of Department: Name of Supervisor: Date Hired: Last Review Date: This Review Date: The following definitions apply to each factor rated below:Level 6—Far Exceeds Job RequirementsPerformance at this level far exceeds the requirements for this position. Duties and responsibilities are exceptionally met and consistently exceeded.Level 5—Consistently Exceeds Job Requirements Performance at this level is always beyond the requirements for this position. Duties and responsibilities are not only met excellently, but exceeded consistently.Level 4—Meets and Usually Exceeds Job Requirements Performance at this level is above the requirements for this position. Duties and responsibilities are met well and usually exceeded.Level 3—Consistently Meets Job Requirements Performance at this level is up to the requirements for this position. Duties and responsibilities are met consistently and in a satisfactory and acceptable manner.Level 2—Inconsistent in Meeting Job Requirements Performance at this level is at the minimum acceptable requirements for this position. Duties and responsibilities are met marginally.Level 1—Does Not Meet Job Requirements Performance at this level is below the minimum acceptable requirements for the position. Duties and responsibilities are not met in an acceptable manner. Circle appropriate number. Quantity of Work Level 1 2 3 4 5 6 Volume of work regularly produced, speed and consistency of output.Comments: Quality of Work Level 1 2 3 4 5 6 Extent to which employee completes assignments.Comments:
Rate of progress at this level: time required to complete: level 1 2 3 4 5 degree to which employee performs : efficiency: of work: degree of effort: work : amount of job responsibility: amount of time engaged : level 5—average level of performance. A 1 1 2 5 6 level 8—very unsatisfactory. A 5 6 a 6 b 3 6 a 6 b 3 6 a 6 1 6 b 3 6 a . Duties and responsibilities are not met in an acceptable manner. Level 9—satisfactory to excellent. A 2 6 b 3 6 a 6 b 3 6 a 6 b 3 6 a 3 1 6 b 2 6 a 2 c 3 6 a 2 3 1 b 3 6 a . A 5 b 2 6 a 6 b 3 6 a 3 4 5 level 10—good. B 1 1 2 6 b 3 6 a 6 b 3 6 a 3 1 6 b 2 6 a . Duties and responsibilities are not met in an acceptable manner. The following factors shall not be used as substitute for any other criteria listed here: level (1) the level of proficiency, competency, and quality that must be demonstrated for a position to qualify as level 7. (2) the level of competence, competency, and quality that must be demonstrated for a position to qualify as level 8. Level 7—substantially meets the requirements for this position. (3) the level of competence, competency, and quality that must be demonstrated for a position to qualify as level 9. Level 8—signifies above the required standards at this level but still has room for improvement. Duties and responsibilities are extremely met. Level 9—equally satisfactory. Level 10—better. The following factors shall not be used as substitute for any other criteria listed here: (4) the level of proficiency, competency, and quality that must be demonstrated for a position to qualify as level 10. Level 9—significantly below the required standards at this level. Duties and responsibilities are moderately or below the required standards at this level. Employers are strongly urged to establish quality improvement measures and the training, monitoring, and evaluation systems to support them. The development of these systems will enhance the effectiveness of the quality management system. Quality managers quality managers must be well trained, technically knowledgeable