Fill and Sign the Performance Evaluation for Exempt Employees Employer

PERFORMANCE EVALUATION FOR EXEMPT EMPLOYEES Employee: Department: Job title: Time in present position: Date of evaluation: Date of last evaluation: Instructions 1. Conduct a comprehensive review of the employee’s performance. Refrain from basing judgment on isolated events only, but concentrate on rating one factor at a time. 2. Review the employee based on how well the requirements of the job are fulfilled. 3. Insert additional comments when applicable. Part 1: Check the appropriate box and enter comments to support the rating directly below. Outstanding – far exceeds job requirements. Very good – usually exceeds job requirements. Satisfactory – meets all job requirements. Fair – meets minimum job requirements. Unsatisfactory – falls well below requirements of the job. Job Know-How. Employee’s knowledge of pertinent policies and procedures, understanding of job requirements, and the need to keep skills current. Outstanding Very Good Satisfactory Fair Unsatisfactory Comments: Organizational Ability. Employee’s effectiveness in establishing job priorities, meeting deadlines, and handling multiple assignments. Outstanding Very Good Satisfactory Fair Unsatisfactory Comments: Initiative. Does the employee wait for assignments and strategies, or attempt to develop them? Outstanding Very Good Satisfactory Fair Unsatisfactory Comments: Judgment. Employee’s ability to effectively solve problems and reach decisions quickly and accurately when necessary. Outstanding Very Good Satisfactory Fair Unsatisfactory Comments: Adaptability. Employee’s willingness to work with others, to accept and try new ideas and suggestions, and to alter traditional systems. Outstanding Very Good Satisfactory Fair Unsatisfactory Comments: Dealings With People. Employee’s cooperativeness, tactfulness, diplomacy, and leadership qualities. Outstanding Very Good Satisfactory Fair Unsatisfactory Comments: Attitude. The interest and enthusiasm employee displays in his/her position and that which he/she generates from subordinates (if any). Plus the employee’s efforts to achieve company and department objectives. Outstanding Very Good Satisfactory Fair Unsatisfactory Comments: Reliability. Quality of employee’s work. Outstanding Very Good Satisfactory Fair Unsatisfactory Comments: Resourcefulness. Employee’s craftiness in solving unusual problems. The frequency and quality of suggestions to simplify specific tasks. Outstanding Very Good Satisfactory Fair Unsatisfactory Comments: Part 2: ACHIEVEMENT OF PREVIOUS GOALS Compare to prior appraisal. List each goal that was set and indicate whether employee achieved, faile d to reach, or exceeded the goal. Note situations or conditions that may have affected attainment. (Skip if this is the employee’s first appraisal) Goal #1: Goal #2: Goal # 3: Part 3: OVERALL ANALYSIS Add up strengths and weaknesses and offer future moves. 1. Employee’s strengths: 2. Employee’s weaknesses: 3. What type of training could be implemented to further develop employee’s skills and ability to contribute to company goals? Part 4: NEW GOALS List at least one new goal to be attained by the employee’s next review. Indicate preparation and training necessary to attain this goal, and projected completion date. Goals — Preparation/Training Necessary to Achieve Projected Completion Date 1. 2. 3. EXECUTIVE: I have discussed all items reviewed on this form with the named employee. Executive signature: Date: EMPLOYEE’S COMMENTS: Feel free to describe any reactions to ratings, feelings 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: