"Employee Performance Evaluation Form - St. Luke's United Methodist Church"

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Employee Performance Evaluation
Name: _______________________________________
Job Title: _____________________________________
Evaluation Period: ______________________________
Date of Review:
Date of Hire: ______________
Instructions for evaluation process:
Quarterly Conversations: Each employee will use the Reflective Performance Conversation
Form which is completed at the annual evaluation as a tool for quarterly conversations with their
supervisor where they will discuss working issues, goals, professional development, and action
steps. These conversation notes will be kept in the employee's personnel file and employee will
receive a copy
Annual Evaluation: Each employee will receive a check sheet with one of the descriptive
terms in each of the categories checked by their supervisor. The supervisor and employee will
discuss the choices and any comments or notes will be written either by topic or on last page of
this document. Both supervisor and employee will sign the form. These forms will be in the
employee's personnel file and employee will receive a copy.
Knowledge
of Work
Consider
Well
Well
Adequate
Requires
Inadequate
knowledge
informed on
rounded job
grasp of
considerable
knowledge.
of job gained
all phases of
knowledge.
essentials.
assistance.
Requires
through
work.
Infrequently
Some
improvement
experience,
requires
assistance
to retain.
education,
assistance.
required.
and training.
COMMENTS:
___________________________________________________________________________
___________________________________________________________________________
Employee Performance Evaluation
Name: _______________________________________
Job Title: _____________________________________
Evaluation Period: ______________________________
Date of Review:
Date of Hire: ______________
Instructions for evaluation process:
Quarterly Conversations: Each employee will use the Reflective Performance Conversation
Form which is completed at the annual evaluation as a tool for quarterly conversations with their
supervisor where they will discuss working issues, goals, professional development, and action
steps. These conversation notes will be kept in the employee's personnel file and employee will
receive a copy
Annual Evaluation: Each employee will receive a check sheet with one of the descriptive
terms in each of the categories checked by their supervisor. The supervisor and employee will
discuss the choices and any comments or notes will be written either by topic or on last page of
this document. Both supervisor and employee will sign the form. These forms will be in the
employee's personnel file and employee will receive a copy.
Knowledge
of Work
Consider
Well
Well
Adequate
Requires
Inadequate
knowledge
informed on
rounded job
grasp of
considerable
knowledge.
of job gained
all phases of
knowledge.
essentials.
assistance.
Requires
through
work.
Infrequently
Some
improvement
experience,
requires
assistance
to retain.
education,
assistance.
required.
and training.
COMMENTS:
___________________________________________________________________________
___________________________________________________________________________
2
Quality of
Work
Consider
Exceptional
Above
Acceptable;
Often
Excessive
accuracy,
quality. Work is
average
seldom
unacceptable;
errors or
precision,
essentially error-
quality.
necessary to
frequent
rejections.
neatness, and
free.
Infrequent
check work.
errors or
Requires
completeness
errors or
rejections.
improvement
of results
rejections.
to retain.
regardless of
volume.
COMMENTS:
____________________________________________________________________________
____________________________________________________________________________
Quantity of
Work
Consider
Rapid worker.
Above
Average
Volume below
Inadequate
overall volume
Produces
average
volume.
average.
volume.
of work
exceptionally
volume.
Requires
produced
high volume.
improvement
under normal
to retain.
conditions.
COMMENTS:
___________________________________________________________________________
___________________________________________________________________________
Initiative
Resourcefulness,
Consistently
Frequently
Initiates
Seldom
Needs
willingness and
and
sets and
activity within
initiates
frequent
ability to carry out
aggressively
works toward
normal
activity during
direction.
Projects from
works toward
approved
routine.
normal
Requires
beginning to
approved
goals.
routine.
improvement
completion
goals and
to retain.
projects
COMMENTS:
__________________________________________________________________________
__________________________________________________________________________
3
Teamwork in
Ministry
Consider how
Exceptional
Above
Team player.
Below
Often
employee
team player;
average team
average as
unacceptable,
works as an
consistently
player;
team player;
puts own vision
overall part of
puts vision of
frequently
seldom puts
ahead of the
the ministry of
the church
puts vision of
vision of
church as a
the church.
ahead of
church ahead
church ahead
whole. Requires
his/her own
of his/her own
of his/her
improvement to
vision .Fully
vision.
own vision.
retain.
participates in
Rarely
staff functions
participates
in staff
events
COMMENTS:
____________________________________________________________________________
____________________________________________________________________________
Interpersonal
Relationships
Consider the
Use of
Cooperates
Adequate skills
Has difficulty
Frequent
degree to which
exceptional
well with
demonstrated in
interacting
conflicts with
employee
tact and
others.
interpersonal
with people.
others.
interacts
diplomacy in
Frequently
relationships.
Requires
harmoniously
dealing with
promotes
improvement to
and cooperates
people.
harmony and
retain.
with church
positive
members,
feedback
attendees, and
from others.
others.
COMMENTS:
___________________________________________________________________________
____________________________________________________________________________
Dependability/
Responsibility
Consider the
Consistently
Can be
Assumes all
Accepts some
Fails to
degree to
fulfills all
depended
responsibilities
responsibilities,
accept
which the
job
upon to get
specifically
but must be
responsibility
employee can
responsibilities
the job
assigned.
reminded.
even when
be relied upon
and duties.
done with
Reliable.
specifically
to carry out
Totally
little or no
assigned.
duties and to
reliable.
follow up.
Requires
meet deadlines
Very
improvement
without close
reliable.
to retain.
supervision.
COMMENTS:
________________________________________________________________________
________________________________________________________________________
4
Attendance/
Punctuality
Consider
Consistently
Regular in
Generally
Frequent
Excessive
Employee’s
regular and
attendance.
present.
absences or
absences or
requests and
prompt in
Frequently
Usually
tardiness.
tardiness.
use of leave.
attendance.
considers
considers
Impacts job
Requires
Adjusts
work load
work load
performance.
improvement
schedule to
when
when
to retain.
work needs.
requesting
requesting
leave.
leave.
COMMENTS:
________________________________________________________________________
_______________________________________________________________________
Feedback/
Supervision
Consider
Clearly
Participates
Meets
Passively
Gives only
employees
engages in
in processes
requirements
receives and
negative
actions in
process and
and is willing
for giving
gives
feedback.
evaluative
uses
to take next
and receiving
feedback
Does not
processes
experience to
steps.
feedback
without
participate in
give and
Brings ideas
Takes
intentionality
feedback
receive
and thoughts
necessary
and
conversations
feedback in a
to
steps to
preparation.
in a
constructive
conversation
follow up or
Does the
constructive
manner. Is
and works to
respond.
minimum and
manner.
pro-active in
seek and
does not
Requires
seeking further
give
seek any
improvement
feedback
feedback
feedback
to retain
opportunities
opportunities.
COMMENTS:
____________________________________________________________________________
____________________________________________________________________________
OVERALL
Consider
Exceptional.
Above
Average.
Below
Unacceptable.
employee's
Average.
Average.
Requires
total
improvement
performance
to retain.
5
ADDITIONAL COMMENTS / IMPROVEMENT OBJECTIVES
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
___________________________________________________________________________
EMPLOYEE’S COMMENTS
I have discussed this evaluation with my supervisor. I agree _____ do not agree _____
with the conclusions reached.
I feel that my performance review was ____ was not _____ fair and impartial.
COMMENTS:
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
___________________________________________________________________________
SIGNATURES
Employee’s performance was reviewed with the employee.
Signature of Employee
Date _______________
Signature of Reviewer
Date _______________