Employee Performance Evaluation Form - Guideone Center for Risk Management

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===============================================
EMPLOYEE PERFORMANCE EVALUATION
======================================================
Name: _______________________________________
Job Title: _____________________________________
Evaluation Period: ______________________________
Date of Review:
Date of Hire: ______________
Knowledge
of Work
(5)
(4)
(3)
(2)
(1)
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:
Quality of
Work
(5)
(4)
(3)
(2)
(1)
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:
(06.07) This material is for informational purposes only. It is not intended to give specific legal or risk management advice, nor are
any suggested checklists or actions plans intended to include or address all possible risk management exposures or solutions. You
are encouraged to retain your own expert consultants and legal advisors in order to develop a risk management plan specific to your
own activities. For more information, contact the GuideOne Center for Risk Management at (877) 448-4331, ext. 5118 for Church
and Schools, or ext. 5175 for Senior Living Communities.
http://www.guideonecenter.com
===============================================
EMPLOYEE PERFORMANCE EVALUATION
======================================================
Name: _______________________________________
Job Title: _____________________________________
Evaluation Period: ______________________________
Date of Review:
Date of Hire: ______________
Knowledge
of Work
(5)
(4)
(3)
(2)
(1)
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:
Quality of
Work
(5)
(4)
(3)
(2)
(1)
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:
(06.07) This material is for informational purposes only. It is not intended to give specific legal or risk management advice, nor are
any suggested checklists or actions plans intended to include or address all possible risk management exposures or solutions. You
are encouraged to retain your own expert consultants and legal advisors in order to develop a risk management plan specific to your
own activities. For more information, contact the GuideOne Center for Risk Management at (877) 448-4331, ext. 5118 for Church
and Schools, or ext. 5175 for Senior Living Communities.
http://www.guideonecenter.com
2
Quantity of
Work
(5)
(4)
(3)
(2)
(1)
Consider
Rapid
Above
Average
Volume
Inadequate
overall
worker.
average
volume.
below
volume.
volume of
Produces
volume.
average.
Requires
work
exceptionally
improvement
produced
high volume.
to retain.
under
normal
conditions.
COMMENTS:
Initiative
(5)
(4)
(3)
(2)
(1)
Resourcefulness,
Consistently
Frequently
Initiates
Seldom
Needs
willingness and
and
sets and
activity
initiates
frequent
ability to carry
aggressively
works
within
activity
direction.
out response-
works
toward
normal
during
Requires
bility.
toward
approved
routine.
normal
improvement
approved
goals.
routine.
to retain.
goals.
COMMENTS:
(06.07) This material is for informational purposes only. It is not intended to give specific legal or risk management advice, nor are
any suggested checklists or actions plans intended to include or address all possible risk management exposures or solutions. You
are encouraged to retain your own expert consultants and legal advisors in order to develop a risk management plan specific to your
own activities. For more information, contact the GuideOne Center for Risk Management at (877) 448-4331, ext. 5118 for Church
and Schools, or ext. 5175 for Senior Living Communities.
http://www.guideonecenter.com
3
Teamwork
in Ministry
(5)
(4)
(3)
(2)
(1)
Consider
Exceptional
Above
Team
Below
Often
how
team player;
average
player.
average as
unacceptable,
employee
consistently
team player;
team
puts own
works as an
puts vision of
frequently
player;
vision ahead of
overall part
the church
puts vision
seldom
the church as
of the
ahead of
of church
puts vision
a whole.
ministry of
his/her own
ahead of
of church
Requires
the church.
vision.
his/her own
ahead of
improvement
vision.
his/her own
to retain.
vision.
COMMENTS:
Interpersonal
Relationships
(5)
(4)
(3)
(2)
(1)
Consider the
Use of
Cooperates
Adequate skills
Has
Frequent
degree to
exceptional
well with
at
difficulty
conflicts with
which
tact and
others.
interpersonal
interacting
others.
employee
diplomacy in
Frequently
relationships.
with people.
Requires
interacts
dealing with
promotes
improvement
harmoniously
people.
harmony
to retain.
and cooperates
and positive
with church
feedback
members,
from others.
attenders, and
others.
COMMENTS:
(06.07) This material is for informational purposes only. It is not intended to give specific legal or risk management advice, nor are
any suggested checklists or actions plans intended to include or address all possible risk management exposures or solutions. You
are encouraged to retain your own expert consultants and legal advisors in order to develop a risk management plan specific to your
own activities. For more information, contact the GuideOne Center for Risk Management at (877) 448-4331, ext. 5118 for Church
and Schools, or ext. 5175 for Senior Living Communities.
http://www.guideonecenter.com
4
Dependability/
Responsibility
(5)
(4)
(3)
(2)
(1)
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 done
assigned.
reminded.
even when
be relied upon
and duties.
with little or
Reliable.
specifically
to carry out
Totally
no follow
assigned.
duties and to
reliable.
up. Very
Requires
meet
reliable.
improvement
deadlines
to retain.
without close
supervision.
COMMENTS:
Attendance/
Punctuality
(5)
(4)
(3)
(2)
(1)
Consider
Consistently
Regular in
Generally
Frequent
Excessive
employee’s
regular and
attendance.
present.
absences or
absences or
requests
prompt in
Frequently
Usually
tardiness.
tardiness.
and use of
attendance.
considers
considers
Impacts job
Requires
leave.
Adjusts
work load
work load
performance.
improvement
schedule to
when
when
to retain.
work needs.
requesting
requesting
leave.
leave.
COMMENTS:
(06.07) This material is for informational purposes only. It is not intended to give specific legal or risk management advice, nor are
any suggested checklists or actions plans intended to include or address all possible risk management exposures or solutions. You
are encouraged to retain your own expert consultants and legal advisors in order to develop a risk management plan specific to your
own activities. For more information, contact the GuideOne Center for Risk Management at (877) 448-4331, ext. 5118 for Church
and Schools, or ext. 5175 for Senior Living Communities.
http://www.guideonecenter.com
5
OVERALL
RATING
(5)
(4)
(3)
(2)
(1)
Exceptional.
Above
Average.
Below
Unacceptable.
Average.
Average.
Requires
improvement to
retain.
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 _______________
(06.07) This material is for informational purposes only. It is not intended to give specific legal or risk management advice, nor are
any suggested checklists or actions plans intended to include or address all possible risk management exposures or solutions. You
are encouraged to retain your own expert consultants and legal advisors in order to develop a risk management plan specific to your
own activities. For more information, contact the GuideOne Center for Risk Management at (877) 448-4331, ext. 5118 for Church
and Schools, or ext. 5175 for Senior Living Communities.
http://www.guideonecenter.com

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