Fill and Sign the Full Text of Ampquoteric Ed187234 Personnel Practices for Small Form

PERFORMANCE EVALUATION FOR NON-EXEMPT EMPLOYEES Employee: Job title: Time in present position: Date of evaluation: Date of last review: Instructions 1. Conduct a comprehensive review of the employee’s performance. Avoid basing judgment on isolated events only, but rate one factor at a time. 2. Review the employee based on how well the requirements of the job are fulfilled. 3. Insert additional comments to validate your rating. Part 1: Check the appropriate box and enter comments to support the rating directly below. Superior – consistently exceeds job requirements. Excellent – often exceeds job requirements. Good – all job requirements are met. Average – minimum job requirements are met. Unsatisfactory – is not meeting minimum requirements. Job Knowledge. Employee’s understanding of job requirements, as well as of related functions, and the need to keep skills current. Superior Excellent Good Average Unsatisfactory Comments: Quality of Work. The neatness, thoroughness, and accuracy of employee output. Superior Excellent Good Average Unsatisfactory Comments: Quantity. Typical volume of work employee produces under normal circumstances. Superior Excellent Good Average Unsatisfactory Comments: Cooperation. Employee’s ability and willingness to work with those around him/her. Superior Excellent Good Average Unsatisfactory Comments: Initiative. How well does the employee generate ideas and follow through on them? Superior Excellent Good Average Unsatisfactory Comments: Dependability/Reliability. Employee’s willingness to accept responsibility and meet deadlines. Superior Excellent Good Average Unsatisfactory Comments: Attendance/Punctuality. How conscientious is the employee when it comes to attendance, punctuality, lunch periods, etc.? Superior Excellent Good Average Unsatisfactory Comments: Part 2: ACHIEVEMENT OF PREVIOUS GOALS (Complete only if employee has had a prior appraisal.) Compare each goal to prior appraisal. List the goals that were set and indicate whether employee accomplished, failed to reach, or surpassed the goal. Note any situations or circumstances that may have affected success. Goal #1: Goal #2: Goal #3. Part 3: OVERALL ANALYSIS Give an overall assessment and a direction for future action.1. Employee’s strong points: 2. Employee’s weak points: 3. Could training be applied to further develop employee’s skills? What kind? Part 4: NEW GOALS List goals to be achieved by the employee before the next review. Indicate any preparation or training necessary to achieve goals and projected completion date(s). Goals Preparation/Training Necessary To Achieve Projected Completion Date 1. 2. 3. MANAGER: All items reviewed on this form have been discussed with the named employee. Manager’s Signature: Date: EMPLOYEE’S COMMENTS: Please describe any reactions to ratings, thoughts about current position, future plans, or steps being taken to reach specific goals. I have seen and reviewed the appraisal. All items covered have been discussed fully with me. I realize that my signature does not imply that I am in agreement with the appraisal. Employee’s Signature: Date: Department Head’s Signature: Date: